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Sales Incentive Jobs in California (NOW HIRING)

Advanced Energy

Sales Engineer

Milpitas, CA

$125K - $155K/yr

Additionally, this position is eligible for the Sales Incentive Plan with a specific target amount to be determined based on the role. RESPONSIBILITIES: * Support the adoption of Advanced Energy ...

ZipRecruiter

Sales Compensation Manager

Santa Monica, CA · Remote

$142K - $165K/yr

Lead sales incentive design process to create variable compensation structures that are in line with ZipRecruiter's strategic business goals, for both new and existing roles within the company

Teradyne

Sales Engineer (Teradyne, Irvine CA)

Irvine, CA · On-site

$134K - $214K/yr

Incentive Plan: This job is eligible for discretionary bonus(es) based on financial performance. Sales Incentive Plan: This job is additionally eligible for participation in the organization's sales ...

Teradyne

Sales Engineer (Teradyne, Irvine CA)

Irvine, CA

$134K - $214K/yr

Incentive Plan: This job is eligible for discretionary bonus(es) based on financial performance. Sales Incentive Plan: This job is additionally eligible for participation in the organization's sales ...

Teradyne

Sales Engineer (Teradyne, San Jose CA)

San Jose, CA · On-site

$134K - $214K/yr

Incentive Plan: This job is eligible for discretionary bonus(es) based on financial performance. Sales Incentive Plan : This job is additionally eligible for participation in the organization's sales ...

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All JobsSales Incentive JobsSales Incentive Jobs in California

Sales Incentive information

See California salary details

$22.2K

$80.5K

$152.5K

How much do sales incentive jobs pay per year?

As of Aug 14, 2026, the average yearly pay for sales incentive in California is $80,548.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,300.00 and $95,200.00 per year, depending on experience, location, and employer.

How do incentives work in sales?

In sales jobs, incentives are typically monetary rewards such as commissions, bonuses, or performance-based pay that motivate employees to meet or exceed sales targets. These incentives are often structured around individual or team performance metrics and are used to align sales efforts with company goals. Sales incentives can be paid regularly or as lump sums and may require tracking through sales management tools or CRM systems.

What is the difference between Sales Incentive vs Sales Representative?

AspectSales IncentiveSales Representative
Primary RoleDesigning and managing incentive programs to motivate sales teamsSelling products or services directly to customers
Required SkillsKnowledge of compensation plans, analytics, and motivation strategiesCommunication, product knowledge, customer service
Work EnvironmentCorporate, HR, or sales operations teamsField or office sales settings
CertificationsOften no formal certifications, but familiarity with sales compensation toolsSales certifications or product training often preferred

Sales Incentive professionals focus on creating and managing programs that motivate sales teams, while Sales Representatives are responsible for directly selling products or services. Both roles are essential in the sales process but differ in responsibilities and skill sets.

What is a sales incentive?

Sales incentives are rewards or benefits offered to sales professionals to motivate them to achieve specific sales targets or performance goals. These incentives can take various forms, such as cash bonuses, commissions, gift cards, trips, or recognition awards. The primary goal of sales incentives is to boost sales performance, encourage healthy competition, and align employee efforts with the company's objectives. A well-designed sales incentive program can increase motivation, enhance productivity, and help retain top sales talent.

What are the key skills and qualifications needed to thrive in a sales incentive manager role, and why are they important?

To thrive as a Sales Incentive Manager, you need a solid understanding of sales operations, compensation structures, and data analysis, often backed by a degree in business or a related field. Familiarity with CRM platforms, sales performance management software, and analytics tools like Excel or Tableau is typically required. Strong communication, attention to detail, and the ability to motivate and collaborate with sales teams are standout soft skills. These competencies ensure incentive programs are strategic, fair, and drive desired sales behaviors for organizational growth.

What are some common challenges faced by professionals managing sales incentive programs?

Professionals overseeing sales incentive programs often encounter challenges such as aligning incentives with evolving business objectives, maintaining fairness and transparency, and ensuring timely and accurate payout calculations. Additionally, they must frequently collaborate with sales, finance, and HR teams to gather data and adapt plans in response to market changes or feedback. Balancing motivation for sales teams while staying within budget constraints is also a key aspect of the role.

What kind of sales incentive job makes the most money?

Sales incentive jobs that typically offer the highest earnings are those in high-value industries such as technology, pharmaceuticals, and enterprise software, often involving complex sales cycles and large commissions. Roles like enterprise sales executives or account managers with performance-based bonuses and commission structures tend to generate the most income. Success in these roles often requires strong negotiation skills, industry knowledge, and experience with sales tools like CRM software.

What are popular job titles related to Sales Incentive jobs in California?

For Sales Incentive jobs in California, the most frequently searched job titles are:

What job categories do people searching Sales Incentive jobs in California look for?

The top searched job categories for Sales Incentive jobs in California are:

Sales Incentive jobs near you
Infographic showing various Sales Incentive job openings in California as of August 2026, with employment types broken down into 77% Full Time, 20% Part Time, 2% Temporary, and 1% Contract. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $80,548 per year, or $38.7 per hour.

Sales Incentive Compensation Functional Lead

CEDENT

San Jose, CA

Contractor

Re-posted 16 days ago

Job description

We are seeking a visionary Sales Incentive Compensation Functional Lead to spearhead the product strategy, development, and deployment of our Sales Incentive Compensation system. This role is pivotal in driving cultural transformation within a 3000-person sales organization, utilizing cutting-edge technologies to revolutionize how we sell at Scale. The ideal candidate will lead the strategic introduction of new technologies to enhance operational efficiency, drive process improvements, and support the growth of both SMB and Enterprise customers.
Required Skills -    
  • 10+ years of experience in Go-To-Market systems with a proven track record of managing and delivering high-impact technology projects in B2B SaaS environments.
  • Expertise managing global enterprise sales systems and leading the deployment of sales-related technologies, particularly in the Sales Incentive Compensation area.
  • Experience implementing variable sales compensation plans within systems.
  • Experience working with Sales CRM and Incentive Compensation tools (such as Xactly, and Salesforce).
  • Demonstrated understanding of financial concepts and processes.
  • Proven success in leading complex technology projects, including system integrations, customizations, and enhancements across large-scale organizations.
  • Demonstrated ability to partner with geographically distributed teams and external vendors to deliver impactful and scalable solutions.
  • Expertise in software project management, including gathering requirements, test planning, change management, and developing detailed functional plans.

Job Duties -    
  • Lead the creation of a comprehensive, long-term vision for the Sales Incentive Compensation system that aligns with company-wide objectives and fosters cultural change.
  • Develop a detailed product roadmap that ensures the timely execution of strategic initiatives, balancing immediate business needs with long-term goals.
  • Partner with functional leaders to define and maintain Go-To-Market (GTM) application roadmaps, focusing on automation, scalability, and data accuracy.
  • Lead the development of a comprehensive GTM data strategy, ensuring the accuracy and reliability of core datasets for future growth initiatives.
  • Ensure the product remains adaptable by anticipating industry trends and Seller needs.
  • Cultivate relationships across all organizational levels, communicating progress and managing expectations effectively.
  • Identify system and process gaps across the organization and advocate for advanced technological solutions that drive ROI and operational efficiency.
  • Lead cross-functional product teams and engineering teams to execute the product vision - Foster collaboration and ensure projects are completed on time, within budget, and with measurable value to the enterprise.
  • Lead the integration and continuous delivery of IT systems, ensuring consistency, rapid deployment, and alignment with project management methodologies.
  • Oversee the development, maintenance, and integration of Salesforce and other critical internal applications, ensuring alignment with business objectives and sales team needs.
  • Stay ahead of industry trends by identifying and recommending technologies that enable scalability and maintain competitive differentiation.
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About Cedent

Sourced by ZipRecruiter

CEDENT strives to attract and retain the best people and provide an environment where they can all develop professionally and build a rewarding career. As a result, we create an inclusive environment that is rich in diversity, acknowledges each individual's uniqueness and promotes respect, personal achievement and stewardship. Our clients are global and so is CEDENT. We build and maintain a global workforce that includes people from different backgrounds, with a vast range of skills and experience all united by a common culture and commitment to help our clients achieve high performance. Cultivating a diverse workforce and inclusive work environment makes business sense. Our peoples varied skills are the talent engine that powers CEDENT, enabling it in turn to deliver the innovative solutions that help our clients outperform competitors.

Industry

It services

Company size

11 - 50 Employees

Headquarters location

Plano, TX, US

Year founded

2008

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