Junior and no-experience-required sales roles — mostly SDR and BDR, the standard way into a sales career.
92 live roles · updated hourly
Sales is one of the few well-paid careers with a genuine front door. Most software companies run a dedicated entry rung — the SDR or BDR seat — and staff it deliberately with people who have never sold before, because they would rather train the method than untrain someone else's habits.
What they screen for instead is coachability, clear writing, and whether you stay composed in a conversation that isn't going well. Retail, hospitality, recruiting, teaching and customer support all translate unusually well, because they're all high-volume conversation jobs with a target attached. If that's your background, say so directly rather than apologising for not having sold software.
An SDR or BDR generates and qualifies pipeline: researching accounts, sending outbound email and LinkedIn messages, making calls, and booking qualified meetings that an Account Executive then runs. You're measured on meetings booked or pipeline accepted, not on closed revenue — which is the point, because closing is a different skill you learn next.
Compensation is typically split around 70/30 between base and variable. Only a minority of postings publish numbers at all, which is exactly why it's worth sorting by salary to surface the ones that do and using them as your benchmark when a recruiter asks for expectations.
Three things separate a good first sales job from an expensive detour. First, a defined promotion path with evidence behind it — ask how many SDRs were promoted in the last twelve months and how many AE seats opened, because the ratio tells you far more than the stated policy. Second, a manager who has carried a quota themselves. Third, a product that people already buy; being the first SDR at a company still looking for product-market fit means you'll be blamed for a problem that isn't yours.
Be wary of commission-only postings and anything vague about what you'd be selling. You'll see few of those here, because this board only reads official company job boards — recruiter reposts and lead-generation listings never enter the index in the first place. The how it works page explains what else gets filtered out and why.
From here, most people look at tech sales roles, which is where the majority of structured entry programmes sit, or filter for remote sales jobs — the entry rung has the highest share of remote listings on the board.
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Yes — SDR and BDR roles are specifically designed as entry points and most companies hire them without prior sales experience. What they screen for is coachability, written communication and whether you can hold a conversation under mild pressure. Retail, hospitality, recruiting and customer support all translate well because they are all quota-adjacent, high-volume conversation jobs.
A tech SDR package is typically split roughly 70/30 between base and commission, with the commission tied to meetings booked or pipeline accepted rather than closed revenue. Only a minority of postings publish numbers, which is why comparing the ones that do is worth the time. Sort by salary to surface those first.
Eighteen to twenty-four months is the common range at companies with a defined ladder, though it depends far more on whether the company is growing enough to open AE seats than on your performance. Ask in the interview how many SDRs were promoted in the last year and how many AE roles opened — the ratio tells you more than the stated policy.
A defined promotion path, a manager who has actually carried a quota, and a product people already buy. Avoid roles where you are the first SDR with no AE to hand meetings to, and be cautious of commission-only postings — in this index those are rare, because we source from company job boards rather than recruiter listings.
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