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Breadth of remit
Owning pricing, margin and P&L on top of sales lifts the package.
P&L size
The bigger the commercial P&L, the higher the pay.
Equity
In scale-ups, equity often forms a meaningful part of the total.
Entry-level / Newly Appointed
How to benchmark and set the salary
1. Start with the market range
For a Commercial Director, that's roughly £75k to £135k base. Pitch too low and you won't get replies; too high and you overpay.
2. Adjust for experience
Use the bands in the table above - entry, experienced and senior - rather than a single figure, and match the level you actually need.
3. Factor in location
London and the South East add 10-20%. A remote or regional role can be pitched a little lower for the same calibre.
4. Add the incentive
Bonus and equity commonly add 30-40% at Commercial Director level, linked to margin and profit rather than pure revenue. Candidates compare total earnings, so lead with the package, not just the base.
5. Move at the right speed
Strong sales people have options. A competitive offer made quickly beats a slightly higher one that drags.
A Commercial Director typically earns a base salary of £75k to £135k, with a median around £100k.
Plus bonus and often equity, so total earnings are usually higher than base alone.
Entry-level or newly appointed Commercial Directors usually start around £75k-£90k.
The figure rises with proven results, sector experience and location, so a strong track record commands more from day one.
Yes. London and the South East typically add +10-20% to base for a Commercial Director, reflecting higher living costs and competition for talent.
Remote and regional roles can be pitched a little lower for the same calibre of candidate.
The main drivers are experience, sector, location and company size, plus the structure of any bonus or commission.
For a Commercial Director specifically, breadth of remit tends to move the numbers most, so weigh that when you benchmark.
Bonus and equity commonly add 30-40% at Commercial Director level, linked to margin and profit rather than pure revenue.
Always compare total on-target earnings rather than base alone, since the incentive can be a large share of the package.
Benchmark against the current range above, pitch at the right experience band, add a clear incentive, and factor in location.
If you'd like a live read on what your Commercial Director role should pay to attract strong candidates, we benchmark it for free as part of the search - no fee until your hire starts.
Tell us about your role and we'll benchmark the salary and find you the right person. No fee until your hire starts.
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