Selling isn’t what it used to be. You’re not just cold-calling random numbers while dodging your cat walking across the keyboard. Today, sales representatives manage pipelines, run Zoom demos, track leads in CRMs, and still hit quotas. All from their home office, coffee in one hand, headset tangled in the other.
Whether you’re hiring a remote sales representative for your startup in Austin, a scale-up in Toronto, or a SaaS company in Sydney, understanding the roles, salaries, tools, and industries can save you weeks of guesswork.
In this guide, we break it all down and show how CrewBloom helps companies find the right remote sales talent without the usual headaches.
Types of Sales Representative Roles
Not all sales representatives do the same thing. Some chase leads all day, some nurture long-term relationships, and some spend most of their time in Zoom calls trying to explain why your software isn’t “just another Excel sheet.”
Here’s a breakdown of the most common roles you’ll see in remote sales teams:
1. Inside Sales Representative
Handles inbound and outbound calls, emails, and virtual demos, all from a remote setup. Inside sales reps work high-volume pipelines, respond quickly to leads, and follow up consistently until a deal closes or clearly won’t. They’re measured heavily on speed, activity, and conversion rates, making them ideal for fast-moving products or shorter sales cycles.
2. Outside Sales Representative
Focuses on field-based or client-facing interactions, often meeting prospects in person and managing relationships across territories. Their workday can include travel, onsite presentations, and contract negotiations. While less predictable than inside sales, outside sales roles usually involve higher-value deals and longer sales cycles.
3. Account Executive
Manages the full sales cycle for mid-market or enterprise clients, from discovery calls to contract signing. Account executives act as trusted advisors, aligning solutions with business needs, handling objections, and coordinating with internal teams. Their role requires strong negotiation skills, strategic thinking, and the ability to manage multiple deals at once.
4. Business Development Representative (BDR)
Specializes in prospecting and pipeline building at the top of the funnel. BDRs research potential clients, qualify leads, send outbound emails, and book meetings for account executives. Their success is measured by the quality and consistency of opportunities they generate, not by closed deals.
5. Sales Manager or Team Lead
Oversees the sales team, sets targets, and tracks performance across pipelines and KPIs. Sales managers coach reps, refine sales processes, and step in when deals stall or targets slip. They balance people management with data analysis, ensuring the team stays motivated, accountable, and focused on revenue goals.
Each role has a unique focus, pace, and skill set. Knowing the differences helps you hire the right person for the job and avoid the classic “I thought they’d do that” scenario that every sales manager knows all too well.
What Sales Representatives Actually Do
Being a sales representative is more than answering emails and pretending you’re not annoyed by another Zoom call. The role is a mix of strategy, persistence, and a little improvisation, sometimes involving explaining to a client why your software isn’t actually haunted by bugs.
Here’s what a typical remote sales representative handles:
- Prospecting and Lead Generation: Finding the right people to talk to, whether that’s through LinkedIn, emails, or attending virtual events. Basically, they’re hunting for gold in a digital haystack.
- Running Demos and Presentations: Guiding potential clients through your product, answering questions, and sometimes improvising when the Wi-Fi drops mid-demo.
- Managing CRM and Sales Data: Keeping track of contacts, notes, and follow-ups. It’s the paperwork that keeps the deals from disappearing into the void.
- Closing Deals: Negotiating contracts, handling objections, and getting clients to sign on the dotted line. This is the part where persistence pays off… and caffeine helps.
- Maintaining Customer Relationships: Following up, troubleshooting, and making sure clients don’t ghost you after the first month. Think of it as relationship maintenance but with spreadsheets.
- Reporting to Sales Managers: Tracking KPIs, sharing wins, and explaining why one deal took three weeks longer than expected (hint: sometimes it’s the client, not you).
These responsibilities vary by role and industry, but they all share one thing: sales representatives are the lifeline between your product and your customer. Getting these tasks right is what turns leads into loyal clients.
How Much Sales Representatives Really Make
Money talks, and in sales, it talks a lot sometimes in base salary, sometimes in commissions, and sometimes in that “I can finally afford to replace my old chair that squeaks like a haunted house” kind of way. Salaries for sales representatives vary depending on the role, experience, and country.
Here’s a snapshot of what you can expect in key markets:
United States
- Average base salary: $50,000 – $70,000 per year
- On-target earnings with commission: $70,000 – $120,000+
- Hotspots: Tech hubs like San Francisco, Seattle, and Austin often pay more.
- Reality check: High commissions sound great until you realize you’re emailing 200 leads a week to hit them.
Canada
- Average base salary: CAD 45,000 – CAD 65,000
- On-target earnings: CAD 65,000 – CAD 100,000+
- Hotspots: Toronto, Vancouver, and Montreal are the big markets for tech and SaaS sales.
- Reality check: Canadian sales representatives also have to deal with polite ghosting, people saying “let’s circle back” indefinitely.
Australia
- Average base salary: AUD 60,000 – AUD 80,000
- On-target earnings: AUD 85,000 – AUD 130,000+
- Hotspots: Sydney and Melbourne dominate the SaaS and startup scene.
- Reality check: The time difference with the US can mean early morning or late-night calls. Coffee is not optional.
Salaries are influenced by market demand, cost of living, and your sales target structure. Remote work can widen the options, allowing companies to hire talent across borders while giving representatives access to more competitive pay.
Where Sales Representatives Thrive
Not all markets are created equal when it comes to sales. Some have hungry clients, high budgets, and plenty of opportunities. Others… let’s just say, you might be better off selling ice to penguins. Here’s a breakdown of the best markets for sales representatives today:
United States
- Strong demand for tech, SaaS, healthcare, and financial services sales.
- Remote work is widely accepted, but timezone coordination is key; West Coast clients love late-night calls, East Coast clients prefer mornings.
- Reality check: Competition is fierce, but so are the commissions.
Canada
- Hot markets include Toronto for tech and Montreal for bilingual customer accounts.
- Remote sales culture is growing, and clients tend to appreciate professionalism mixed with a little humor.
- Reality check: Deals can move more slowly thanks to polite “let’s think about it” responses, but persistence pays.
Australia
- Sydney and Melbourne dominate, especially in SaaS, finance, and B2B services.
- Smaller markets mean fewer competitors, but also fewer high-volume opportunities.
- Reality check: The upside? Work-life balance is valued, but catching US clients means adjusting your coffee schedule.
Emerging markets to watch
- APAC countries like Singapore, Hong Kong, and New Zealand are seeing increasing demand for SaaS and tech sales representatives.
- LatAm markets are opening up for bilingual sales talent, especially in tech and e-commerce.
Choosing the right market isn’t just about pay; it’s about opportunity, client culture, and your ability to adapt to time zones. Remote work makes it easier to tap into multiple markets without leaving your home office.
The Tools That Actually Make Sales Representatives’ Lives Easier
Being a sales representative isn’t just about charm and persistence; it’s also about having the right tools. Without them, you’re basically trying to juggle flaming swords while blindfolded. Here’s what keeps remote sales teams running smoothly:
CRM Tools (Customer Relationship Management)
- Examples: Salesforce, HubSpot, Zoho
- Purpose: Track leads, follow-ups, and deals in one place. Without a CRM, a sales representative’s inbox quickly becomes a chaotic archive of forgotten promises.
Communication Tools
- Examples: Zoom, Microsoft Teams, Slack
- Purpose: Stay connected with clients and internal teams. Also doubles as a “pretend I’m paying attention” platform during endless meetings.
Sales Enablement Tools
- Examples: Outreach, SalesLoft, LinkedIn Sales Navigator
- Purpose: Automate repetitive tasks like email sequences and prospecting so representatives can focus on actual selling. Basically, your digital assistant that never asks for a coffee break.
Reporting and Analytics Tools
- Examples: Tableau, Power BI, Google Data Studio
- Purpose: Measure performance, identify trends, and figure out why that one lead disappeared after promising to “definitely sign this week.”
Collaboration Tools
- Examples: Notion, Asana, Monday.com
- Purpose: Keep the team aligned, manage tasks, and avoid the “wait, who was supposed to follow up on this?” chaos.
A good sales representative isn’t defined by charm alone; they thrive on a stack of tools that make their job manageable. Pick the right ones, and suddenly closing deals feels a lot less like juggling flaming swords.
How to Actually Hire a Remote Sales Representative Without Losing Your Mind
Hiring a sales representative isn’t just posting a job ad and praying for the best. Especially remotely, you need a process that actually finds someone who can sell without ghosting you or your clients. Here’s how to do it right:
1. Define your ideal candidate
Be clear about what you actually need before you start hiring. Identify the skills, experience level, and working style that fit your sales model. A rep who thrives in fast-paced SaaS sales may struggle in long enterprise cycles, and vice versa. Clear expectations upfront help you avoid mismatches and save time later.
2. Screen resumes and profiles
Don’t get distracted by buzzwords or flashy titles. Look for specific outcomes: quotas hit, deals closed, markets handled, and tools used. If a candidate can’t clearly explain how they achieved results, chances are they’ll struggle to repeat them.
3. Preliminary interviews
Start with a short, conversational call to assess communication, motivation, and professionalism. Pay attention to how clearly they explain their experience, how engaged they are, and whether they’ve taken time to understand your product and target audience.
4. Skills assessments
Use realistic sales scenarios such as a mock cold call, demo walkthrough, or objection-handling exercise. This shows how candidates think on their feet, handle pressure, and communicate value, far more revealing than polished interview answers.
5. Team interviews
Bring in sales managers or future teammates to evaluate collaboration and cultural fit. Strong individual performance matters, but sales is still a team effort. A rep who disrupts communication or ignores processes can slow everyone down.
6. Offer and onboarding
Once you’ve chosen the right candidate, set clear expectations around targets, tools, and workflows. Provide structured onboarding so remote reps understand your CRM, sales process, and communication standards from day one. Strong onboarding shortens ramp time and improves early performance.
7. Reality check
Hiring remote sales representatives takes patience and structure. Skipping steps might fill the role quickly, but it rarely fills it well.
The CrewBloom advantage
This is where CrewBloom steps in: fully vetted candidates, timezone alignment, training programs, and a risk-free trial mean you skip the stress and get someone who’s ready to perform from day one.
What Makes a Sales Representative Actually Great
Hiring a sales representative isn’t just about finding someone who can talk fast and sound confident on Zoom. The best representatives have a mix of skills that actually make them close deals without driving clients or themselves crazy.
Here’s what sets top performers apart:
- Clear and Persuasive Communication: Being able to explain your product simply and convincingly is everything. If a client leaves a call more confused than when they started, that’s a problem.
- Persistence Without Being Annoying: Following up is essential, but top representatives know the line between being diligent and being that person who emails the same client 10 times in a week.
- Tech and CRM Savvy: Modern sales representatives juggle multiple tools: CRM platforms, analytics dashboards, video calls, and email automation. If they can’t handle it, deals slip through the cracks.
- Adaptability: Every client is different, every market shifts, and remote work setups vary. A great representative can pivot on the spot, adjust their approach, and still hit targets.
- Empathy and Relationship Building: Understanding what the client really needs, not just what you’re selling is what turns a one-time sale into a long-term relationship.
- Data-Driven Mindset: Top representatives track their performance, analyze what’s working, and adjust their strategy, sometimes mid-call, instead of just “winging it.”
- Self-Motivation and Time Management: Remote representatives often work without someone looking over their shoulder. They manage their day, prioritize tasks, and keep the pipeline moving without constant reminders.
Skills matter more than charm alone. The best sales representative combines communication, strategy, empathy, and tech-savviness to consistently close deals even when working remotely or juggling multiple clients.
Common Challenges in Remote Sales
Selling remotely sounds great on paper: no commute, flexible hours, and your office pajama game is strong. But the reality is a bit messier. Remote sales comes with challenges that can trip up even the best representatives.
- Time Zone Headaches: Scheduling calls across continents can feel like solving a Rubik’s Cube blindfolded. Morning for you might be midnight for a client, and suddenly your coffee schedule is ruined.
- Home Distractions: Pets, kids, laundry, or that unignorable pile of dishes can derail focus. A top representative learns to create boundaries and still hit their targets.
- Tech Glitches: Wi-Fi drops, frozen video calls, or CRM updates mid-demo can turn a smooth presentation into a minor disaster. Quick thinking and patience become survival skills.
- Building Trust Remotely: Without face-to-face meetings, gaining client confidence takes extra effort. Representatives need to communicate clearly, follow up consistently, and show value virtually.
- Staying Motivated Alone: Working from home can get lonely. High-performing remote representatives find ways to stay engaged, like virtual team huddles, daily check-ins, or just a well-timed playlist.
- Measuring Productivity: Without physical oversight, it can be tricky to gauge effort versus results. That’s why metrics and reporting tools are essential for remote teams.
Remote sales isn’t just a shift in location; it’s a shift in mindset. Success requires discipline, tech-savviness, and creative ways to connect with clients without ever meeting them in person.
Why Hire Sales Representatives via CrewBloom
Hiring remote sales representatives can feel like speed dating with a spreadsheet. You hope they’re the right fit, but halfway through, you’re wondering if you just hired someone who’s really good at showing up on Zoom. That’s where CrewBloom comes in.
Fully vetted candidates
Every candidate goes through a multi-step screening process that checks sales experience, communication skills, and remote readiness. You won’t waste weeks onboarding someone only to discover they struggle with basic sales concepts or freeze during a demo. By the time a candidate reaches you, they already understand how modern sales teams operate and how to perform in a remote setup.
Structured training programs
CrewBloom makes sure representatives are trained on your tools, product, and sales processes before they ever speak to a prospect. This means fewer “where do I find this?” messages and more confident conversations with leads. The result is faster ramp-up time, smoother handoffs, and reps who are ready to sell, not just learn, on day one.
Timezone alignment
No more late-night calls or calendar gymnastics. CrewBloom places sales representatives in time zones that align with your business hours and your customers. That means real-time collaboration, quicker follow-ups, and sales conversations that happen when everyone is actually awake and focused.
Risk-free trial
If the fit isn’t right, you’re not locked in. CrewBloom’s risk-free trial lets you evaluate performance in real-world conditions before making a long-term commitment. It’s a practical way to reduce hiring risk and make decisions based on results, not just interviews and gut feelings.
Focus on performance, not paperwork
CrewBloom handles sourcing, screening, and onboarding, so your team doesn’t get buried in resumes, interview scheduling, and admin work. You get to spend your time where it actually matters, refining your sales strategy, supporting your team, and celebrating wins when deals close.
Hiring remote sales talent doesn’t have to be a gamble. With CrewBloom, you get trained, vetted, timezone-ready representatives who can hit the ground running, and maybe even make your coffee while they’re at it (metaphorically speaking).
How to Get Remote Sales Representatives Up to Speed Without Losing Weeks
Hiring a remote sales representative is just the first step. If you skip proper training and onboarding, you might as well have hired someone to stare at a CRM all day while pretending to sell. Getting representatives up to speed quickly is key to hitting targets and keeping everyone sane.
- Structured Onboarding Programs: Introduce the product, sales process, and tools in a clear, step-by-step way. Without structure, representatives spend their first weeks guessing and emailing the wrong contacts.
- Shadowing and Mentorship: Pair new representatives with experienced team members for live demos or calls. Learning by watching someone navigate real objections is faster than reading a manual.
- Hands-On Practice: Give representatives realistic scenarios: cold calls, objection handling, or product demos. This helps them gain confidence and avoid embarrassing “uh… let me check” moments during actual client meetings.
- Regular Check-Ins: Schedule weekly touchpoints during the first few months to track progress, answer questions, and adjust strategies. Keeps representatives from feeling lost or isolated.
- Continuous Learning: Market trends, competitor updates, and product changes should be part of ongoing training. The best representatives never stop learning, and neither should your onboarding plan.
Onboarding remote sales representatives isn’t optional, it’s a productivity multiplier. Representatives who are trained, mentored, and given structured practice start closing deals faster and make your team look good.
Metrics That Matter for Sales Representatives
Numbers don’t lie, but they can definitely confuse you if you don’t know what to track. Monitoring performance is more than counting calls or emails; it’s about understanding which actions actually lead to revenue. Here’s what really matters for remote sales reps:
- Leads Generated: Tracks how many potential clients a rep identifies or reaches out to. More leads don’t always equal more sales, but without enough leads, nothing else happens.
- Conversion Rate: Measures the percentage of leads that actually turn into paying customers. If your rep is emailing 200 people a week but only closes one deal, it’s time to adjust strategy.
- Sales Cycle Length: The average time from first contact to closing a deal. Long cycles aren’t necessarily bad, but knowing the timeline helps forecast revenue and identify bottlenecks.
- Revenue Generated: The ultimate metric. Are your reps actually bringing in money? This one tends to make managers sit up straight in Zoom calls.
- Customer Retention / Upsells: For account executives and long-term sales roles, keeping clients happy and increasing their spend is just as important as closing new deals.
- Activity vs. Outcome: Tracking calls, emails, or demos is fine, but only if it correlates with results. Don’t reward busywork; reward deals that actually close.
Metrics are your compass, not your boss. Tracking the right numbers helps you spot top performers, improve weak spots, and ensure your remote sales team isn’t just busy; it’s effective.
Proof That Remote Sales Actually Works
Skeptical about hiring remote sales representatives? You’re not alone. Some managers worry deals will vanish into the internet ether or that representatives will spend more time on snacks than sales. The truth is, remote sales works if done right. Here are a few real-world examples that prove it:
Scaling across time zones
A SaaS startup in Toronto hired remote representatives in Manila to cover U.S. East Coast hours. Within two weeks, they scheduled 25 demos that would have taken a single in-office representatives a month to handle. Coffee consumption went up, but so did revenue.
Cutting costs without losing performance
A U.S.-based tech company shifted 40% of their sales team to remote roles across APAC. Salaries were lower, office overhead disappeared, and coverage hours increased, without a single missed client call.
Fast ramp-up with crewbloom representatives
One finance service client hired CrewBloom-trained remote representatives who closed 20 new accounts in their first month. These representatives didn’t waste time “learning on the job,” they were ready from day one.
Breaking into new markets
A B2B startup wanted to expand into Australia without setting up a physical office. Remote representatives made calls during Sydney business hours, built relationships, and landed the first 10 clients within a single quarter.
Remote sales isn’t just theory; it’s happening right now. With the right hiring, training, and tools, remote representatives can outperform traditional teams, cover multiple markets, and deliver measurable results.
Final Takeaways
Hiring and managing sales representatives doesn’t have to feel like herding cats, especially when your team is remote. From understanding the different roles and responsibilities to knowing what markets and industries perform best, every piece of the puzzle matters. Tracking the right metrics, equipping representatives with the right tools, and providing structured onboarding are what separate a team that struggles from one that consistently hits targets.
The good news? You don’t have to do it alone. CrewBloom helps companies hire fully vetted, trained, and timezone-aligned remote sales representatives who can hit the ground running. With a risk-free trial and proven processes, you can build a remote sales team that actually drives revenue without the usual headaches.
Whether you’re scaling for the first time or expanding into new markets, the right remote sales representatives, supported by CrewBloom, can turn your pipeline into results. Now it’s your move: find the talent, set them up for success, and watch your sales grow.
FAQs
What does a sales representative actually do?
They generate leads, run demos, manage client relationships, track deals in a CRM, and close sales, remotely or in-office.
How much do sales representatives make in the US, Canada, and Australia?
Base salaries range roughly from $50k–$70k USD in the US, CAD 45k–65k in Canada, and AUD 60k–80k in Australia. On-target earnings with commission can be 50–100% higher depending on role and performance.
Which industries hire remote sales representatives most?
SaaS/tech, healthcare, finance, e-commerce, and B2B services are top industries for remote sales talent.
What tools should remote sales representatives use?
CRM tools like Salesforce or HubSpot, communication tools like Zoom or Slack, sales enablement platforms like Outreach, and analytics dashboards like Tableau.
