Wondering what you should actually be making in sales in 2026? You're in the right place.
This sales salary guide pulls from real compensation data shared by thousands of sales professionals on RepVue — not generic estimates or outdated bureau statistics. We're talking actual base salaries, OTE figures, commission structures, and quota attainment rates from reps working across different industries, company sizes, and geographies.
In this guide, we break down the numbers that matter: what sales reps in your role and industry are making right now, how experience and location affect your paycheck, and which factors have the biggest impact on total compensation.
2026 Sales Salary Benchmarks
Here are the yearly salary benchmarks for a range of sales roles. Data is reported by salespeople in each role, and is current as of time of publication.
For the most up-to-date numbers, check out our salaries page or click the specific roles.
Sales Development Representative / Business Development Representative
• Median Base Salary for SDRs: $60,000
• Median OTE for SDRs: $85,000
• Top Performers: $127,955
• % of Reps Hitting Quota: 57.3%
Sales Development Manager
• Median Base Salary for Sales Managers: $100,000
• Median OTE for Sales Managers: $155,000
• Top Performers: $205,244
• % of Reps Hitting Quota: 71.6%
SMB Account Executive
• Median Base Salary for SMB AEs: $70,000
• Median OTE for SMB AEs: $130,000
• Top Performers: $269,489
• % of Reps Hitting Quota: 44.8%
Mid-Market Account Executive
• Median Base Salary for Mid-Market AEs: $90,000
• Median OTE for Mid-Market AEs: $175,000
• Top Performers: $391,399
• % of Reps Hitting Quota: 43.9%
Enterprise Account Executive
• Median Base Salary for Enterprise AEs: $135,000
• Median OTE Enterprise AEs: $265,000
• Top Performers: $627,527
• % of Reps Hitting Quota: 40.9%
Strategic Account Executive
• Median Base Salary: $150,000
• Median On-Target Earnings (OTE): $300,000
• Top Performers: $705,215
• % of Reps Hitting Quota: 47.0%
Sales Engineer / Pre-sales
• Median Base Salary for Sales Engineers: $145,000
• Median OTE for Sales Engineers: $200,000
• Top Performers: $327,388
• % of Reps Hitting Quota: 56.8%
Customer Success Manager
• Median Base Salary for Customer Success Managers: $100,000
• Median OTE for Customer Success Managers: $130,000
• Top Performers: $225,299
• % of Reps Hitting Quota: 61.7%
Account Manager
• Median Base Salary for Account Managers: $100,000
• Median OTE for Account Managers: $180,000
• Top Performers: $409,111
• % of Reps Hitting Quota: 49.9%
Sales Manager
• Median Base Salary for Sales Managers: $150,000
• Median OTE for Sales Managers: $280,000
• Top Performers: $508,044
• % of Reps Hitting Quota: 51.3%
Factors Affecting Sales Salaries
When it comes to understanding sales compensation, multiple variables come into play. From the depth of your professional background to the dynamics of the broader economy, these factors collectively shape how much you can earn in a sales role.
1. Experience
Your level of experience in sales directly influences your earning potential — up to a certain point. While a sales rep with five to ten years of experience typically earns more than someone just starting out, additional years beyond that don’t always translate into higher pay.
Instead, once you’re well-established, the quality and relevance of your experience become more critical than simply accumulating additional years. Proven results, strong industry relationships, and a track record of consistently meeting or exceeding targets will often matter more than hitting a specific tenure milestone.
2. Industry
Not all industries compensate sales professionals equally. High-margin and specialized sectors, such as software and medical devices, tend to offer more lucrative salary packages due to the complexity of their products and the substantial value each sale can deliver. In contrast, sales roles in lower-margin sectors like retail generally come with more modest pay.
Ultimately, the level of product specialization, the complexity of the sales cycle, and the profit margins in the market segment all influence how much you can expect to earn.
3. Location
Historically, geography played a pivotal role in determining sales salaries. High-cost metropolitan areas such as New York City, San Francisco, and London often offered premium compensation packages to attract top-tier talent who faced steep housing and living expenses. Over the last few years, the rise of remote work began to chip away at these regional disparities, allowing companies to base pay on skill, performance, and market rates rather than a salesperson’s ZIP code.
However, with a growing number of organizations now issuing return-to-office mandates — even if on a hybrid schedule — location is regaining its influence. Companies that require a physical presence may revert to regional compensation models, particularly if their offices are based in high-demand, high-cost areas.
For sales reps, this shift can mean reassessing where to live and work. Those willing to relocate for career advancement or adapt to hybrid office policies could still command competitive salaries, while those who prioritize fully remote positions may need to be more flexible on compensation. In short, location is not the all-encompassing factor it once was, but its significance remains fluid as workplace expectations continue to evolve.
4. Economic Conditions
Broad economic trends can significantly influence sales salaries, and these effects aren’t static. Following the post-2020 boom and the tech layoffs of 2023-2024, compensation growth has slowed dramatically. The hiring freeze that characterized much of 2025 has left many sales professionals navigating a cautious job market.
Looking ahead to 2026, expect modest improvement but not a return to the explosive growth of the early 2020s. Companies are loosening budgets selectively, prioritizing roles that demonstrate clear ROI.
We expect the defining factor reshaping sales in 2026 will be artificial intelligence. While AI is transforming sales roles by automating tasks like data analysis and lead qualification, human judgment, creativity, and emotional intelligence remain irreplaceable. Sales professionals who leverage AI to enhance their capabilities will command premium compensation, while those relying solely on traditional approaches may see stagnant or declining opportunities.
That said, it's crucial to assess both the compensation package and the company's market position. Choose organizations that view AI as a tool to amplify — not replace — their sales teams, and that operate in sectors positioned for stable growth.
Calculating Total Compensation
Calculating your total compensation and true earning potential as a sales professional often comes down to evaluating your likelihood of achieving OTE and how many of your peers consistently meet their quotas. By reviewing what percentage of the team actually hits quota, you can gauge whether OTE is a realistic benchmark or more of an aspirational figure.
If a large portion of the team regularly attains quota, you can have more confidence that OTE accurately reflects achievable total compensation. Conversely, if only a small fraction of reps reach their targets, it’s important to adjust your expectations. In other words, to understand your real earnings potential, analyze the gap between stated on-target goals and the team’s historical performance — then use that insight to make informed decisions about your expected total compensation.
