How much it costs to hire a VP of Sales through a recruiter

Updated September 2026

Hiring a VP of Sales through a contingency recruiter usually costs 20 to 25% of first-year pay, so a VP on a $180,000 base costs $36,000 to $45,000 in fees. If the contract calculates the fee on on-target earnings (OTE) instead, the same hire on a 50/50 package of $360,000 costs $72,000 to $90,000. Funded.club charges a fixed fee agreed upfront, which is $15,900 to $21,900 for roles above $150,000.

Most founders ask "what percentage do you charge?" when they brief a recruiter for a sales leader. The better first question is "a percentage of what?". With sales leadership, the variable half of the package is often as large as the base, so the definition of salary in the contract can double the bill before anyone has been interviewed.

The same VP Sales hire, priced three ways

We priced three illustrative VP Sales packages, each split 50/50 between base and variable pay. The numbers are examples, so swap in the package you plan to offer.

On the middle package, a fee on base is $36,000 to $45,000 and a fee on OTE is $72,000 to $90,000. A fixed fee does not move with either number. The gap between the cheapest and most expensive reading of the same contract is more than the fee on base itself.

There is a second effect that is easy to miss. Commission plans for a first sales leader are often still being designed while the search runs. If the fee is tied to OTE, every change you make to accelerators or quota also changes what you owe the recruiter, and it turns a compensation design question into a fee question.

Why VP Sales searches cost more than the fee

A VP of Sales search tends to be slower and more involved than an individual contributor hire. The candidates who can build a team from scratch are usually employed, performing well and not reading job ads. Someone has to map the market, approach them directly and hold their interest through several rounds.

Your own time is the other cost. Founders typically run several interview rounds, a pipeline or territory review, and a meeting with investors or the board. If you are also sourcing, you are doing that work instead of selling, which is often the job you are hiring the VP to take off your plate.

The recruiter should lead the middle of the process, from market mapping through screening. You and your board own the judgement calls at the end. A good split frees you to spend your hours on the three or four candidates who are worth them.

How to budget for a VP Sales search

• Write the comp plan before kick-off. Settle the base range, the variable split and how commission is paid. Candidates will ask, and you will get cleaner quotes from recruiters.
• Get the fee basis in writing. Ask whether the fee is calculated on base, on OTE or on "total first-year compensation", and whether sign-on or guaranteed bonuses are included.
• Price the top of your range. Percentage fees rise if the offer grows during negotiation. Budget for the package you might end up offering, not the one in the job description.
• Ask when payments fall due. Some recruiters bill on the start date. Others split the fee between the start of the search and the accepted offer.
• Decide whether you need a VP yet. If you have no repeatable sales motion, a senior account executive or head of sales can be the better first hire, and the fee will usually be lower. Our guide on hiring a VP of Sales covers the timing question.

Where Funded.club fits

We are a fixed-fee recruiting partner for funded startups and fast-growing teams across North America, Europe and APAC, and we've helped 500+ startups from Seed to Series D. We recruit for sales and leadership roles alongside engineering, product, marketing, operations and customer success.

Our fee is agreed upfront, averages 6 to 9% of salary and runs from $4,900 to $21,900 per hire. Because it is fixed, it does not change when you adjust the commission plan or improve the offer during negotiation. Part of the fee is an advance at the start of the search, with the balance due when your candidate accepts. First-time customers can ask to defer the advance until they see their first candidates, and if we don't deliver a shortlist of at least 3 qualified candidates within 30 days, you can claim the advance back in full.

One dedicated recruiter runs your search end to end, from sourcing and headhunting to screening and support through the offer. You will see first screened candidates within 7 days, and our average across searches is 33 days from kick-off to hire. See pricing by salary band for the full list.

Frequently asked questions

Is a recruiter's fee for a VP of Sales based on base salary or OTE?

It depends on the contract. Some contingency recruiters calculate the fee on base salary, others on OTE or total first-year compensation. On a 50/50 package, a fee on OTE is roughly double a fee on base, so confirm the definition in writing before the search starts.

How much does a VP of Sales search cost with a contingency recruiter?

At 20 to 25% of a $180,000 base, the fee is $36,000 to $45,000. If the same percentage applies to a $360,000 OTE, it is $72,000 to $90,000. Funded.club's fixed fee for roles above $150,000 is $15,900 to $21,900.

How long does it take to hire a VP of Sales?

Leadership searches usually take longer than individual contributor hires because the best candidates are employed and need to be approached directly. Across all roles, Funded.club delivers first screened candidates within 7 days and averages 33 days from kick-off to hire.

Should a startup hire a VP of Sales or a head of sales first?

If you have not yet found a repeatable way to win deals, a hands-on head of sales or senior account executive is often the better first hire. A VP of Sales is most useful when there is a proven motion to scale and a team to build.

Worth a brief chat about your next hire? Book a free call.