Sales statistics

Account Executive OTE and base salary benchmarks 2026

Account Executive OTE ranges $150K–$200K median with 50/50 base/variable split. Enterprise AEs earn $320K–$500K OTE; mid-market $160K–$220K. Quota typically 4–6x OTE.

Published 2 October 2026

Why these ranges move with company stage and segment

Account Executive OTE varies so widely—from $150,000 to $500,000—because quota complexity and deal size shift dramatically by stage and market. A Series A startup selling $5,000 ARR contracts has a different job than an enterprise closer selling $2M deals. The sources below reflect this split: use the range that matches your company's current stage and market segment, not the spread across all stages.

At seed and Series A, an AE carries unproven quota and lighter demand. Base pay sits at $60,000–$95,000, OTE at $140,000–$180,000. As company revenue grows and the sales motion becomes repeatable, OTE climbs. By Series B, expect mid-market AEs at $160,000–$220,000 OTE; enterprise AEs at $320,000–$420,000. This is where quota becomes achievable and you can attract experienced closers.

The 50/50 base-to-variable split is the market standard for AE roles. That means a $200,000 OTE breaks into $100,000 base and $100,000 in commission at 100% quota attainment. Some high-growth or enterprise shops use 55/45 or 60/40 to reduce perceived risk—especially at earlier stages where quota is less predictable.

Quota as a multiple of OTE

Quota should track 4 to 6 times OTE. An AE at $160,000 OTE needs a $640,000–$960,000 ARR quota to make the comp plan feel achievable while keeping revenue per rep reasonable. If your quota exceeds 6x OTE, recruiting suffers because the target looks out of reach. Below 4x, you're likely overpaying relative to the revenue the AE will produce.

This ratio has been compressing. Median OTE has risen from $167,000 in 2022 to $190,000–$195,000 in 2024–2026, while quotas have climbed only 2% annually. Tighter quota-to-OTE ratios mean higher compensation costs per dollar of revenue—a trade-off between competitiveness and CAC-per-customer efficiency. Watch this trend when you model your sales plan.

Stage-specific compensation bands

Series A / Seed

• Base: $60,000–$95,000
• OTE: $140,000–$180,000
• Equity matters more; plan for 0.03%–0.10% grants to offset quota risk
• Pay mix typically 50/50 or 55/45

Series B

• Mid-market base: $70,000–$95,000; OTE: $160,000–$220,000
• Enterprise base: $90,000–$130,000; OTE: $320,000–$420,000
• 55/45 base-to-variable is common; accelerators kick in above 100% quota at 1.5x–2x
• Quota becomes first repeatable, so commission rates stabilize

Series C+ / Growth

• Mid-market OTE: $160,000–$220,000
• Enterprise OTE: $360,000–$500,000+
• 60/40 base-to-variable; named-account territories with clear tiering
• Equity refresh replaces large initial grants

Geographic variation

US accounts executive compensation sits at the high end globally. Median base $100,000, OTE $200,000. But if you're hiring or benchmarking outside the US, apply local adjustments:

• Netherlands: €81,180 base, €151,103 OTE
• Canada: CAD 94,447 base, CAD 178,681 OTE
• Australia: AUD 134,121 base, AUD 240,494 OTE

European and Asia-Pacific packages often carry lower variable-pay exposure, different equity expectations, and different healthcare structures. Copy US structures at your hiring peril.

The numbers