If your job posting is getting plenty of applications but none of them are from closers you'd actually hire, the problem is almost always the commission structure. Top closers self-select out of weak comp plans before they ever click apply.
There are four structures we see across high-ticket teams. Each one signals something specific about the company posting it. Pick the wrong one and you filter yourself down to the bottom 50% of the market without realising.
Pure commission
Typically 10-20% of cash collected. No base. Common for one-call, lower-ticket offers (£2k-£7k) where the closer can hit numbers fast.
Signals: the company is either very confident in their lead flow, or they're trying to derisk a hire they're unsure about. Top closers will only accept this from a brand they recognise or from a founder who can show them recent earnings of other closers on the team. Without that proof, this structure filters down to junior closers and career switchers.
Base plus commission
A modest base (£1,500-£3,000/month) plus 8-15% commission. This is what most serious high-ticket teams run.
Signals: the company has stable lead flow, has invested in a real sales function, and is willing to share risk with the closer during the ramp. This is the structure that attracts the deepest pool of experienced closers.
Tiered commission
Commission rate climbs as the closer hits revenue milestones. Often 10% up to £50k/month in cash collected, 15% above that, 20% above £100k. Sometimes paired with a base.
Signals: the company rewards top performers disproportionately. This is the structure that attracts A-players who want a real ceiling. The tradeoff is that mid-performers can feel demoralised if they never hit the higher tiers. Pair it with clear monthly resets and transparent reporting.
Base plus bonus on team metrics
Less common in pure closing roles, more common when the closer is also expected to mentor setters or contribute to team performance. Base plus individual commission plus a quarterly bonus tied to team close rate or revenue.
Signals: the company is building a long-term sales function, not just transacting deals. This attracts closers who want to grow into sales leadership. Don't use this structure if you only need someone to take calls and close.
What to put in your job posting
Be specific. 'Competitive commission' converts top closers to scroll past. '£2k base plus 12% commission, OTE £8-12k/month based on current closer earnings' converts them to apply.
If you can't be specific because your offer is new and you don't have data, say that honestly. Top closers will respect transparency more than they'll respect vague big-number promises.