Sales Comp Benchmarks

Real OTE, base, and variable pay data for AE, SDR, BDR, AM, and CSM roles across Seed through Series C+ SaaS companies.

5
Roles
3
Stages
3
Segments
$
Last reviewed: Q2 2026
Cross-checked against Bridge Group research · Checking… · See our methodology →
n = Founder experienceExpert-calibrated ranges, not a statistical sample.
Key Compensation Numbers
OTE Compensation Range by Stage

Your budget is below Typical OTE

Here's how founders stretch a below-market budget without losing the hire. Each lever buys you something. Understand the tradeoff before you use it.

1
Higher Variable %
Shift the split from 50/50 to 40/60 or 35/65. Lower base reduces your fixed cost while total OTE stays competitive on paper.
Risk Harder to recruit experienced reps. Higher income volatility raises attrition risk. Great reps want predictable income.
Fixed cost impact: -
2
Equity / Token Kicker
Offer meaningful equity (0.1–0.3% options) or a performance-based bonus in equity. Bridges the cash gap for mission-aligned candidates.
Risk Only works early-stage. Dilutive. Attracts missionaries. Great if they believe, risky if they don't stay.
Fixed cost impact: None (non-cash)
3
Title Bump
"Senior AE" or "Enterprise AE" at mid-level pay. Attracts career-stage candidates willing to trade cash for a promotion milestone on their CV.
Risk Title inflation catches up. When you hire rep #2 at the same title with more experience, you create internal tension.
Fixed cost impact: None
4
Territory / Account Advantage
Give them your highest-potential accounts or largest territory. Better pipeline = better realistic OTE even at lower quota-times-rate.
Risk Creates resentment when you hire rep #2 with a worse territory at the same pay. You've locked yourself into a preferential structure.
Fixed cost impact: None (opportunity cost)
5
Shorter Ramp + Draw Guarantee
Offer a guaranteed draw for months 1–3 equal to full OTE variable. Reduces perceived risk for the rep. The "floor" feels higher even if the ceiling is the same.
Risk You absorb the ramp cost if they underperform. Draw recovery mechanics need to be iron-clad in the offer letter.
Fixed cost impact: -
PRO FEATURE

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Pre-fills the plan generator with your role, stage, ACV, and budget. Selected tradeoffs bake into the comp structure.
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Base / Variable Split
50/50
Base - 50%
Variable - 50%
Quota Ranges
Accelerator Structure
OTE RANGE BY STAGE
Low OTE
$•••,•••
Conservative range
Typical OTE
$•••,•••
Most common range
High OTE
$•••,•••
Top of range
Low Quota
$•••,•••
Annual
Typical Quota
$•••,•••
Annual
CSV Export
Download all data
All roles & stages
PRO FEATURE
Full Compensation Range
Low / Typical / High OTE and quota ranges, plus CSV export across all 5 roles, 3 stages, and 3 ACV segments.
Low / Typical / High OTE Quota ranges CSV export Benchmark history
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COMPARE ACROSS ROLES
PRO FEATURE
Compare Across Roles
Side-by-side OTE, base, and variable benchmarks for every role at the same stage - ideal for planning a full team comp structure.
All 5 roles Same stage view CSV export
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TEAM ROLLUP
Total Team OTE
$•••K
Base · Variable split
Expected Bookings
$•.••M
at attainment %
Ramp-Adj Q1
$•••K
Ramp-adjusted impact
PRO FEATURE
Team Cost Rollup
Build your team composition and instantly see total OTE cost, expected bookings, and ramp-adjusted Q1 impact, all from benchmark data.
Team OTE breakdown Expected bookings Ramp Q1 impact
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RANGE METHODOLOGY & NOTES
How Ranges Are Calibrated
Ranges are cross-checked against Bridge Group research using CompFrame founder experience. Low reflects conservative market segments; High reflects competitive hubs and high-ACV deals. Ranges are reviewed quarterly and adjusted for current market conditions.
Base/Variable Methodology
Splits are role-stage calibrated. AE Series A typically runs 50/50. Senior roles and longer sales cycles tilt base-heavy.
Quota Multiple Rationale
Industry standard 4-5x OTE for AEs. Higher multiples signal aggressive quotas with corresponding higher attainment risk.
PRO FEATURE
Full Range Details + Methodology
Calibration notes, data sources, and the reasoning behind each benchmark range - so you can explain every number to a candidate or board.
Range rationale Calibration notes Data sources
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