Betts Recruiting’s Post

I love this 2025 Sales Compensation Guide. It includes comp ranges based on location and experience for SDRs, AEs, CSMs, Sales Managers, Sales Operations, Marketing, etc. I get A TON of questions like, 💰 "How much base and OTE should I pay for the new batch of AEs we're hiring?" 😕 "How much should a recent college grad SDR make compared with one that's more experienced?" The answer is, "It depends." Comp benchmarks are a great way to justify paying a little bit more to get the right candidate. You don't want to step over a dollar to get a dime. You don't want to be penny wise and pound foolish (in the UK). And neither does your Board. At the same time everyone is being cautious. CEOs & CFOs are reluctant to overpay for unproven sales talent. You are probably nervous about paying too much for that open role you have as well. After all it's ultimately your decision. And you have to hit the number. Sure they may have performed well elsewhere. But until they start performing for you, it's hard to justify comp at the top of the range. So the balancing act between losing candidates because you are cheap and not overpaying is real. And this is why I share this guide. It's just one more data point to help you navigate those internal conversations to make the best decision. Thank you to Betts Recruiting for sharing this. I'll hyperlink the full content piece in the comments. #salescompensation #salesoperations #salesmanager #salescomp #pay #csm #bdr #sdr #ae