Telemarketers Salary

The median telemarketers salary in the United States is $35,450 per year ($17.04/hour). Salaries range from $27,040 at the entry level to $50,350+ for the top 10% of earners. There are 58,430 telemarketers jobs nationwide. Employment is projected to decline 22.1% through 2034.

Last updated: June 2026 Β· Source: U.S. Bureau of Labor Statistics

Median Salary
$35,450
per year
Hourly Rate
$17.04
per hour
Employment
58,430
jobs in the U.S.

Salary Distribution

10th percentile
$27,040
25th percentile
$29,640
Median
$35,450
75th percentile
$40,230
90th percentile
$50,350

Job Growth (2024-2034)

-22.1%
Decline

Annual Openings

6,500
jobs/year (growth + replacements)

Education Required

No formal educational credential

Training Needed

Short-term on-the-job training

Telemarketers Career Guide

Interview questions, resume templates, and a career ladder written specifically for telemarketerss.

Telemarketers (BLS SOC 41-9041) work outbound and inbound call-center campaigns selling products, services, and donations by phone β€” B2C consumer sales, B2B lead qualification, warranty renewals, insurance quotes, energy switches, satellite / cable / broadband upgrades, charitable fundraising, political fundraising, subscription upsells, and appointment-setting for a downstream field sales team. Real employers are the big-five global BPO (business process outsourcing) call-center operators β€” Concentrix, Teleperformance, TTEC, Sitel (now Foundever), iQor, Alorica β€” plus in-house captive centers at insurance carriers (Progressive, GEICO, Allstate outbound retention), telecom (Verizon, AT&T, T-Mobile, Comcast, Charter), utility retail energy (NRG, Constellation, TXU Energy, Direct Energy), timeshare (Wyndham, Hilton Grand Vacations, Marriott Vacations Worldwide), fundraising (DialogueDirect, InfoCision, RuffaloCODY on higher-ed and nonprofit accounts), and inside sales SDR desks (Salesforce, Oracle NetSuite, HubSpot, Gong outbound SDR programs β€” though those often title 'SDR' or 'BDR' at higher pay bands rather than 'telemarketer'). Compliance is enforced by the FTC Telemarketing Sales Rule (16 CFR Part 310), the FCC's Telephone Consumer Protection Act (TCPA, 47 USC 227), the National Do Not Call Registry, state attorney-general call-and-consent statutes (Florida Mini-TCPA, Oklahoma / Washington state laws), and the CAN-SPAM Act for text-message and email adjuncts. Compensation runs a base + commission structure β€” base $12-18/hr on the low end, $16-24/hr with tenure and campaign complexity, plus commission that ranges from $0.50 per lead qualified up to $80-350 per completed sale on high-ticket campaigns (timeshare, energy, insurance). BLS reports 58,430 employed with a median of $35,450; p10 ~$26,100, p90 $55,000+ at senior closers and team leads at high-ticket campaigns. Reality check β€” the industry runs 85-125% annual turnover on entry rep roles, meaning most reps do not stay past 6-9 months, and the reported median masks a wide range from near-minimum-wage new hires to $85-125k / yr top closers on premium campaigns.

Core Skills Hiring Managers Screen For

Outbound and inbound phone selling
Deliver a scripted or semi-scripted pitch consistently across 80-200 dials per shift on outbound campaigns, or handle 25-60 inbound calls per shift on customer-service-to-sales conversion campaigns. Read the prospect's energy in the first 5-10 seconds; adjust pace and tone. Own objection handling at a rehearsed level β€” the top-5 objections on any campaign recur on 70-80% of calls. Close on the phone without hedging or extending the call unnecessarily.
TCPA + Do Not Call Registry + state-law compliance
TCPA (47 USC 227) governs prerecorded voice calls, autodialed calls to mobile phones, and text messages β€” express written consent required, opt-out honored within reasonable time. FTC Telemarketing Sales Rule (16 CFR Part 310) covers deceptive practices, calling-time restrictions (8am-9pm local), abandoned-call rate caps (3% max on predictive dialers), and required disclosures. National Do Not Call Registry (donotcall.gov) β€” check-and-scrub obligations at every campaign launch and every 31 days thereafter; violations $50,120 per call as of 2024. State AG statutes add layers β€” Florida Mini-TCPA and Oklahoma Consumer Protection Act have created significant class-action exposure. Every rep must know: don't call cell phones without express written consent, don't call outside 8-9 window, always disclose company name and purpose at call start, honor opt-out immediately.
CRM and dialer proficiency (Five9, Genesys, Aspect, NICE inContact, LiveVox, Salesforce, Vonage / NewVoiceMedia)
Log every call disposition (contacted, not-home, do-not-call, sold, callback, disconnected). Update customer records with accurate contact info. Read dispositions from previous attempts and adjust approach. Manage callback queue. Predictive dialer pacing rules (3-second nuisance-hangup rule under TCPA/FCC) are set at the campaign level, not the individual level β€” but rep behavior on call abandonments affects the campaign compliance profile.
Objection handling and rebuttal
Standard objection buckets β€” price, timing ('call back later'), spouse decision, incumbent loyalty, distrust of phone sales, do-not-call demand, hostility. For each, own 2-3 rehearsed rebuttals that pivot to a benefit statement. Know when to escalate to a supervisor for a save (retention campaigns) or when to release the call cleanly (do-not-call demand β€” never argue, mark and end). The top closers on high-ticket campaigns run a 2-3 rebuttal maximum before releasing.
Payment capture and PCI DSS awareness
Take credit card, ACH, and check-by-phone payments at the point of sale. PCI DSS compliance β€” never repeat the full card number back audibly, follow the campaign's payment-capture script, use the PCI-compliant tokenization form in the CRM. Recognize signs of a chargeback-risk sale (elderly prospect with cognitive fog, prospect who repeatedly says they don't understand) and pause the sale β€” the chargeback and complaint exposure at those sales dwarfs the commission.
Coachability and adherence to metrics
Every call center runs on hourly / daily / weekly metrics β€” dials per hour, contacts per hour, conversion rate, average handle time (AHT) on inbound, sales per hour (SPH), quality assurance score on random-monitored calls (typically 5-10 monitored calls per rep per week). Own the metrics dashboard, know where you stand, and adjust in real time. Reps who resist coaching wash out in 30-60 days.
Product knowledge and ROI conversation
Depth beyond the script. On an energy switch campaign, understand $/kWh vs the incumbent utility rate, know the fixed vs variable rate structures, and calculate savings for the prospect's household. On an insurance quote, know the coverage differences that matter. On a timeshare, know the ownership structure and cancellation rights. Reps who can answer prospect questions unscripted convert 2-3x higher than reps who can only read the pitch.

How to Become a Telemarketers

  1. 1
    Earn a high school diploma or GED (or equivalent)
    Most call centers require HS diploma or GED; some accept candidates without HS credentials if verbal communication skills and math for commission math are demonstrable. English fluency is required for domestic-market campaigns; bilingual Spanish / French / Mandarin / Cantonese / Vietnamese speakers command premium at multilingual campaigns.
  2. 2
    Pass the pre-employment screen and voice audition
    Standard pre-employment includes a background check (some campaigns exclude candidates with financial-fraud convictions), a drug screen at some employers (not all), a typing test (25-40 wpm floor), a computer-literacy check, and a live voice audition where a supervisor calls you and evaluates tone, pace, energy, and script-reading ability. Voice audition is the make-or-break screen at most centers.
  3. 3
    Complete 1-3 weeks of paid classroom + nesting training
    Concentrix, Teleperformance, TTEC, and Foundever pay $12-16/hr during training. Curriculum covers TCPA / DNC / state-law compliance, product knowledge for the campaign, dialer / CRM software, script memorization, mock-call practice, and 3-5 days of 'nesting' (calling live with a coach on the floor with lower quotas and heavy real-time feedback). Failure to pass the graduation quiz or the nesting-period metrics is a termination trigger at most centers.
  4. 4
    Start on entry campaigns β€” lead qualification, appointment setting, low-ticket sales
    Entry campaigns pay base $12-16/hr + $0.50-3 per qualified lead or $5-25 per completed sale. High call-volume (150-200 dials / shift) with predictive dialer pacing. Turnover in months 1-6 is severe β€” the industry norm is 85-125% annual turnover on entry rep roles, meaning most people don't stay past 6-9 months. Reps who make it through month 6 statistically stay 18-30 months longer.
  5. 5
    Advance to higher-ticket campaigns after demonstrated performance
    After 3-6 months of hitting quota, move to higher-ticket campaigns β€” insurance quotes ($18-35 per bind), energy switch ($30-60 per completed switch), timeshare tour-generation ($40-125 per confirmed tour with credit-qualified prospect), warranty ($15-45 per completed sale), inside sales SDR desks ($15-25/hr base + $30-100 per SQL). Base bumps to $15-22/hr and commission caps rise materially. Top campaigns pay $85-125k total for the top decile of reps.
  6. 6
    Move into QA, coaching, team lead, or supervisor track
    After 12-24 months of hitting rank, move into Quality Assurance analyst ($18-24/hr, monitors 40-80 calls / week and scores rep quality), Coach / SME ($20-28/hr, floor coaching for 8-15 reps), Team Lead ($22-32/hr, first-line supervisor for 12-18 reps), or Supervisor ($52-78k salary, manages 25-45 reps and owns a shift). Some advance to operations manager, campaign manager, WFM (workforce management) analyst, or compliance analyst β€” those exit the phone permanently and pay $65-125k salary.

Career Progression

Trainee / Nesting Rep
0-0.5 yrs$12-16/hr training pay for 1-3 weeks; nesting period 1-2 weeks at reduced quota + partial commission
  • β€’Complete 1-3 weeks classroom training on TCPA, DNC, product, script, dialer / CRM
  • β€’Complete 3-10 mock calls under supervisor observation; pass the graduation quiz
  • β€’Complete nesting (1-2 weeks of live calls with real-time coaching); hit nesting-period quota to graduate to full production
  • β€’Learn the QA rubric β€” greeting, disclosure, objection handling, close, disposition accuracy β€” that will govern the rest of tenure
Next: Rep I (production floor) after passing graduation quiz + nesting quota.
Rep I (Entry / Production Floor)
0.5-1 yrs$12-17/hr base + commission ($0.50-25 per completed action) = $28-42k annualized total for average reps
  • β€’80-200 dials per shift on outbound campaigns, or 25-60 calls per shift on inbound conversion campaigns
  • β€’Log call dispositions accurately in dialer / CRM; honor DNC and opt-out demands immediately
  • β€’Hit weekly quota on dials-per-hour, contacts-per-hour, and sales-per-hour (SPH) metrics
  • β€’Maintain QA score >85% on 5-10 monitored calls per week
  • β€’Attend daily standup and weekly team meeting; complete coaching sessions with supervisor
Next: Rep II (higher-ticket campaigns) at 3-6 months if metrics are met.
Rep II / Sr Rep (Established)
1-3 yrs$14-22/hr base + higher commission caps ($15-125 per completed sale) = $42-72k for solid reps; $85-125k for top-decile closers on premium campaigns
  • β€’Assigned to higher-ticket campaigns β€” insurance quotes, energy switch, timeshare tour-generation, warranty, subscription upsell, retention
  • β€’Handle multi-step objections and payment capture; complete PCI-compliant credit card / ACH capture on live calls
  • β€’Sustain SPH at 1.5-3x the entry-rep baseline; consistently rank top-30% on the campaign
  • β€’Mentor Rep I on the floor informally; contribute rebuttal ideas to the campaign coaching material
Next: QA / Coach / Team Lead at 18-30 months, or move to premium campaign like inside-sales SDR desk at higher base.
QA Analyst / Coach / Team Lead
2-5 yrs$18-32/hr = $42-78k annualized + small performance bonus
  • β€’QA Analyst β€” monitor 40-80 calls / week across the team; score against the campaign rubric; deliver written feedback
  • β€’Coach β€” deliver side-by-side floor coaching for 8-15 reps; own rebuttal training and script updates
  • β€’Team Lead β€” first-line supervisor for 12-18 reps; own daily standup, weekly one-on-ones, quota-hit accountability, and TCPA / DNC compliance for the pod
  • β€’Escalate reps for corrective action or termination; own the pod's contribution to the campaign scorecard
Next: Supervisor at 4-7 years β€” first true salaried role with 25-45 rep management.
Supervisor / Ops Manager / Campaign Manager
5-10 yrs$52-95k salary + 5-15% bonus + full benefits
  • β€’Supervisor β€” own a shift of 25-45 reps; hit campaign quota; drive rep retention and QA score across the shift
  • β€’Ops Manager β€” own multi-shift operations across 60-150 reps; report to Site Director; own P&L contribution and forecast
  • β€’Campaign Manager β€” client-facing role at BPO (Concentrix, Teleperformance, TTEC) owning a specific client account; own SLA, revenue, retention, and coaching quality
  • β€’Own WFM (workforce management) partnership on staffing and schedule adherence
  • β€’Own compliance partnership on TCPA / DNC / state-AG audit exposure; sign off on script and rebuttal updates

Interview Questions & Answers

5 free questions below. Career Kit unlocks 13 total plus resume bullets for every level.

Q1. Walk me through a live call from greeting to close.technical
Structured. (1) Greeting β€” announce yourself and the company by name in the first 5 seconds (required disclosure under FTC Telemarketing Sales Rule): 'Hi, this is [name] with [company] calling about [topic]. Do you have 2 minutes?' (2) Permission and pace-check β€” never plow through a prospect who's clearly annoyed. (3) Discovery β€” 1-2 short questions that tee up the benefit statement. (4) Benefit β€” the specific value in dollar or time terms for this prospect ('you'd save an average of $38 / month on your electricity based on your ZIP code and usage'). (5) Objection handling β€” expect 2-3 objections; rehearsed rebuttals with a max of 2-3 attempts per objection. (6) Trial close β€” 'if we can lock in that rate today, does it make sense to switch?' (7) Close β€” payment capture, PCI-compliant, confirm mailing address / effective date / cancellation rights. (8) Recap and required disclosures β€” cooling-off period, cancellation rights, third-party verification (TPV) call if the campaign requires it. Interviewers screen for candidates who move through the structure without sounding scripted and who don't rush the close.
Q2. How do you handle a hostile prospect who tells you to never call again?situational
Non-negotiable. Any request to stop calling is an immediate opt-out under TCPA and the FTC Telemarketing Sales Rule β€” mark the disposition as DNC (Do Not Call) in the dialer, apologize briefly ('I'll take you off our list right away, sorry to have bothered you'), and end the call. Never argue, never try to rebut, never try to save. The compliance exposure at a single ignored opt-out is $50,120 per call under FCC statutory damages, and state-AG class-action multipliers can push that materially higher on a pattern. Also β€” the prospect's DNC request is a per-seller obligation, not just a per-campaign one, so I ensure the flag is set at the account level in the CRM. Interviewers screen for candidates who understand that opt-out compliance is not optional and never negotiable.
Q3. What's your daily dial and conversion goal, and how do you get there?technical
Depends on the campaign, but concrete. On a typical outbound consumer campaign: 150-180 dials / shift, 40-55 contacts (people who actually pick up), 8-15 pitches delivered (contacts who let you get past the opener), 1-3 completed sales at $30-80 commission each. Path to hit: (1) Consistent adherence to schedule β€” don't take unplanned bathroom or coffee breaks that drop dials-per-hour below the standard. (2) Efficient dispositioning β€” 3-second decision on non-contacts (voicemail, busy, disconnected). (3) Rehearsed rebuttals so I don't lose the pitch to a common objection. (4) Attention to the top 20% of calls β€” the callback pipeline from prior shifts is often the highest-converting segment. Interviewers screen for candidates who know their metrics and don't invent numbers.
Q4. How do you deal with the emotional load of rejection?behavioral
Honest. Rejection is 70-95% of outbound telemarketing calls. Reps who don't have a coping strategy burn out in 30-60 days β€” that's why the industry runs 85-125% annual turnover. My strategy: (1) Reset between calls with a 2-3 second breathing break before dialing. (2) Track my own daily and weekly metrics and celebrate wins that aren't just closed sales β€” pitches delivered, callbacks earned, QA scores. (3) Don't personalize hostility β€” 90% of hostile prospects are having a bad day for reasons that have nothing to do with me. (4) Physical reset on breaks β€” walk outside, stretch, drink water. (5) Peer support β€” the reps who last are usually the ones who lean on floor friendships during rough shifts. Interviewers screen for candidates who understand the emotional demand and have realistic coping strategies.
Q5. Why call-center sales and not retail or food service?culture
Show self-awareness. Call center appeals because the ladder is clearer than retail β€” a rep who hits SPH consistently can move from $14/hr to $22/hr in 12-18 months, and top closers on premium campaigns hit $80-125k. Commission structure means my income scales with my effort, unlike an hourly retail or food-service role where I'm capped at the hourly rate. I can work from a call-center site or from home on many campaigns, and the schedule is more predictable than food-service. I'm ready for the emotional demand of rejection-heavy work and for the compliance discipline of TCPA / DNC. Interviewers screen for candidates who chose call-center intentionally, not as a fallback.

Resume Template β€” Rep I / Rep II (0-3 yrs)

Copy these bullets into your resume as a starting point. Career Kit includes bullets for every level of the ladder.

Rep I / Rep II (0-3 yrs)
  • β–ΈOutbound consumer sales rep on the Direct Energy Texas residential switch campaign at Concentrix; 165-dial / shift outbound with predictive dialer; sustained 2.1 sales-per-hour (SPH) against team baseline of 1.4 SPH.
  • β–ΈRanked top-10% on the campaign for 8 of the last 12 months; QA score avg 92% against a 85% floor; zero TCPA / DNC violations across 14 months tenure.
  • β–Έ$16.50/hr base + avg $22-28/hr total comp with commission ($42k-58k annualized); moved from Rep I to Rep II at month 8 with a $2/hr base bump.
  • β–ΈCompleted TCPA / DNC / Florida Mini-TCPA compliance training; PCI DSS payment-capture certified; bilingual English / Spanish.

What Gets You Rejected

  • βœ—TCPA / DNC violations in prior tenure β€” even a single documented violation on a reference from a prior center is often a disqualifier at compliance-focused BPOs.
  • βœ—Attendance and schedule adherence issues β€” call centers run on WFM staffing forecasts; a rep who is 8-15 minutes late 2-3 times a week costs the shift meaningfully.
  • βœ—Coachability resistance β€” reps who argue with QA feedback, refuse to update scripts, or won't try new rebuttals wash out fast.
  • βœ—Cannot handle high-rejection emotional load β€” the 30-60 day burnout window is real; interviewers screen for coping strategies.
  • βœ—Inaccurate call dispositioning β€” mis-disposing calls (marking sales as callbacks, or callbacks as sales) is a termination trigger at every center.
  • βœ—Payment / PCI shortcuts β€” auditing detects reps who repeat card numbers back audibly, take payment outside the compliant form, or bypass the tokenization process.
  • βœ—Chargeback and complaint rate above campaign threshold β€” a rep whose sales generate a 5-10%+ chargeback or complaint rate is a liability regardless of SPH.

Salary Negotiation Levers

  • βœ“Base + commission mix β€” a higher base ($18/hr vs $14/hr) trades downside protection for upside ceiling; a lower base with uncapped commission trades stability for top-closer upside. Choose the mix that fits your risk profile and your typical SPH performance.
  • βœ“Campaign selection β€” high-ticket campaigns (timeshare tour-gen, insurance quote, energy switch) pay 3-8x per completed action vs entry campaigns. After 90-180 days of hitting quota, ask for a move to a higher-ticket campaign.
  • βœ“Shift differential β€” evening (4pm-9pm local) and weekend shifts pay $0.50-2.50/hr premium and typically have higher contact rates because prospects are home. Bilingual differential $0.50-2.50/hr on Spanish / French / Mandarin / Cantonese / Vietnamese campaigns.
  • βœ“Bonus structure β€” attendance bonus ($25-100 / week), retention bonus ($500-2000 / quarter after 6 / 12 / 18 months), campaign-specific accelerators (2x commission above 130% of quota). Ask about all bonus components not just base and commission.
  • βœ“Work-from-home eligibility β€” post-2020 many campaigns permit WFH after 60-90 days on the floor. WFH saves $2-8k / yr on commute + wardrobe + lunch and is worth negotiating for after the probation period.
  • βœ“Coaching / QA / team-lead track β€” reps who consistently rank top-20% often qualify for a QA analyst or coach seat within 12-18 months. That path exits the phone quota grind and adds $2-6/hr base with steadier hours.
  • βœ“Sign-on and referral bonuses β€” many BPOs pay $500-2500 sign-on for experienced reps and $250-1000 referral bonuses for bringing a friend. Reps with 12+ months tenure at a competitor often clear the sign-on threshold on move.
  • βœ“In-house vs BPO β€” in-house captive centers at insurance carriers, telecom, and utilities typically pay 15-30% above BPO rates for the same rank, plus stronger benefits and pension access at some carriers. BPO offers faster promotion cadence and more campaign variety.

Already a Telemarketers? Grow From Here

Free playbooks on what actually gets you promoted and raised β€” not motivational advice, the real mechanics.

How to Ask for a RaiseThe Promotion Playbook β€” What Actually Gets People PromotedHow to Write a Self-Review That Positions You for PromotionHow to Build a Promotion Packet Your Committee Can't Ignore

Telemarketers Resume Review β€” $29

Personalized resume review from someone who has hired telemarketerss. Purchase, email your resume to support@weblabra.com, and receive detailed written feedback within 7 days.

  • βœ“ Occupation-specific critique (not generic)
  • βœ“ Rewrite suggestions for weak bullets
  • βœ“ Missing skills / keywords flagged
  • βœ“ Formatting + ATS-readability feedback
  • βœ“ 7-day turnaround, 100% refund if we miss it

Telemarketers Career Kit β€” $19

  • βœ“ All 13 interview questions with expert answers
  • βœ“ 8 real questions aggregated from Glassdoor, Blind, Reddit, LinkedIn
  • βœ“ Interview format intel for 6 top employers
  • βœ“ 3 copy-paste salary negotiation emails
  • βœ“ Resume bullets for every level of the career ladder
  • βœ“ 30–60–90 day plan for your first role
  • βœ“ Cover letter templates specific to this occupation
  • βœ“ Detailed salary negotiation script
  • βœ“ Ranked list of certifications with cost + ROI
  • βœ“ Downloadable PDF for offline access
  • βœ“ Instant access, no expiration, no subscription
βœ“ 7-day money-back guarantee β€” no questions asked

One-time purchase. 7-day refund guarantee.

Sample reviews β€” real customer reviews will appear here as they come in.

β€œThe interview question bank saved me. I got the exact question about 'walking through a DCF' at my Goldman Sachs superday, verbatim.”

β€” Anonymous, Financial Analyst

β€œCopy-paste negotiation emails are worth the price alone. I used the 'accepting with counter' template and got an extra $8k signing bonus.”

β€” Anonymous, Software Developer

β€œThe 30-60-90 day plan for a new grad RN was better than the orientation my hospital gave. Wish I'd bought this in nursing school.”

β€” Anonymous, Registered Nurse

Telemarketers Career Growth Kit β€” $29

Already working as a telemarketers? This kit is for building your case for the next promotion or raise β€” not for getting hired.

  • βœ“ Self-review draft mapped to telemarketers competencies
  • βœ“ Promotion packet outline with evidence appendix structure
  • βœ“ 30–60–90 day evidence-collection plan
  • βœ“ Promotion committee anticipation guide
  • βœ“ Tenure and pay reference bands by level
  • βœ“ Downloadable PDF for offline access
βœ“ 7-day money-back guarantee β€” no questions asked

One-time purchase. 7-day refund guarantee.

Telemarketers Salary by State

Best Cities (cost-adjusted) β†’

Salary Map β€” Click a state for details

$22K
$48Kβ–  No data

Top Paying States

Kansas
$48K
+35%
Colorado
$48K
+34%
California
$46K
+30%
Connecticut
$45K
+28%
Massachusetts
$45K
+26%
Oregon
$42K
+19%
New York
$41K
+17%
Minnesota
$40K
+12%
Washington
$40K
+12%
Idaho
$39K
+11%
Vertical line = national median. Click a state for full details.
StateMedianvs. National
Kansas$48,010+35.4%
Colorado$47,670+34.5%
California$46,000+29.8%
Connecticut$45,200+27.5%
Massachusetts$44,650+26.0%
Oregon$42,060+18.6%
New York$41,400+16.8%
Minnesota$39,850+12.4%
Washington$39,670+11.9%
Idaho$39,400+11.1%
1–10 of 41

Telemarketers Salary by Metro Area

Metro AreaMedianvs. National
Waterbury-Shelton, CT$58,900+66.1%
Springfield, IL$50,390+42.1%
Austin-Round Rock-San Marcos, TX$49,700+40.2%
Charlotte-Concord-Gastonia, NC-SC$49,240+38.9%
Denver-Aurora-Centennial, CO$47,930+35.2%
Rochester, NY$47,840+35.0%
Colorado Springs, CO$47,670+34.5%
Sacramento-Roseville-Folsom, CA$45,710+28.9%
Boulder, CO$45,340+27.9%
Oxnard-Thousand Oaks-Ventura, CA$44,900+26.7%
1–10 of 91
Data Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics (OEWS). Data reflects the most recent annual survey.
How does this compare to pro athletes?
A telemarketers earning $35,450/year would need 1681 years to match Stephen Curry's NBA salary, or 1805 yearsto match Patrick Mahomes' NFL contract.
See all sports & celebrity salaries β†’
πŸ“ˆ See how telemarketers salaries have changed over the past decade.
View Telemarketers salary trend (2011–2024) β†’