Free agents, Paying salespeople, Optimal mindset

FREE AGENT TALENT

Former Pro Footballer - 3 years experience as a management consultant for one of the big 4. Building relationships with CFOs at enterprise level. Looking to get into tech sales. Would need $100k + super + comms.

Martial Arts Athlete - 8+ years selling cloud based tech solutions to enterprise. I recently had a coffee with him. He recently closed a 6-figure deal by initially making 23 calls to get the prospects attention. Diligence!!! Would need $160k + super + comms

Former AFL Player - Extensive experience in tech sales. High achieving closer. Excellent at prospecting, building relationships and closing deals. This guy is the Lebron James of tech sales. Would need $200k + super + comms

GET IN TOUCH if you’d like to meet them.

If you're a job seeker and curious about our open roles, check them out here.

How To Pay Salespeople

Want to Attract & Retain High-Performing Salespeople?

Get the Pay Right.

High performers aren’t just chasing commission anymore—the rising cost of living means security matters more than ever.

A strong base salary = less stress, less anxiety, and a sharper, more focused sales mindset.

Here’s what top performers expect:

?? Senior-Level (10+ years): $200K+ base

?? Mid-Level: $150K–$180K+ base

?? Junior-Level: $90K–$100K+ base

?? The Risk Zone: $110K–$140K for Mid-Level Salespeople

This range is tricky—too high for juniors, too low for experienced mid-level talent. If you’re hiring at this level, focus one’s ability to prospect and close, more than immediate network.

Immediate network, little back book sales professionals are getting $150k+ at least.

? Dangle the carrot: A strong base attracts A-players. The promise of big commissions isn’t enough—they want financial security.

$30k more on base is more attractive than $100k more in potential comms, as a business owner take advantage of this.

? High comms = high churn. If your strategy is “low base, high comms,” expect a revolving door, poor culture, and a bad reputation—exactly what high performers avoid.

Low base? Low comms? Look outside your industry. Find someone eager to build a career in your space, focus on their prospecting ability, and be prepared to coach them.

Sales is a career, not a gamble. Get the structure right, and you’ll build a team that performs, stays, and wins.

PS. Those motivated and can take risks for high comms usually start their own business and are a flight risk as when things go badly, they’ll leave.

Full blog article HERE

4 min Video explanation HERE.

Optimal Mindset

Lately, a big mindset shift has been a game-changer for me: attaching my emotions to the process, not the outcome.

I’ve given myself permission to feel good (or bad) based on my input—the number of calls I’ve made, meetings I’ve booked, and messages I’ve sent.

? Did I ask the right questions on that cold call?

? Did I listen more than I spoke?

? Did I execute the right actions consistently?

If I nailed those things by the end of the week, I feel good.

Because that’s what I can control.

The outcome—whether it’s a deal lost, a rejection, a win, or a new client—is almost irrelevant.

(Although, I’m learning to celebrate the wins a little more!) Little emotion attached to the outcome. A lot of emotion attached to the input.

Easier said than done, but a skill worth mastering. ??

Check out the video and full LinkedIn post HERE.

Who Am I?

My name is Alex Opacic and I’m the founder of Athlete2Business. I’ve dedicated my career to finding sales professionals who possess an athlete mindset along with communication skills, humble confidence, emotional intelligence and commercial awareness. ?

I’ve obsessed about headhunting these individuals, building relationships with them and placing them into revenue generating teams.