SaaS Account Executive salary benchmark
Quartiles
Band | Average pay (annualized) | Number of salaries included |
|---|---|---|
| Top 25% (P75–P100) | $122,330 | 211 |
| Middle 50% (P25–P75) | $73,130 | 421 |
| Bottom 25% (P0–P25) | $46,730 | 204 |
Benchmark summary
Median and typical range (P25–P75) for employees. Ranges account for experience, location, and company performance.
Role | Median pay | Typical range (P25–P75) | # of salaries |
|---|---|---|---|
| Account Executive | $75,000 | $60,000–$95,000 | 833 |
| Sales Development Representative | $50,000 | $40,000–$60,000 | 356 |
| Digital Marketing Associate | $3,851 | $3,476–$4,278 | 238 |
| Senior Account Executive | $85,000 | $66,150–$123,654 | 224 |
| Vice President of Sales | $160,000 | $110,000–$187,500 | 191 |
| Business Development Representative | $55,000 | $50,000–$65,000 | 170 |
| Creative Director | $60,000 | $60,000–$124,289 | 163 |
| Director of Sales | $105,000 | $90,125–$140,000 | 155 |
| Sales Manager | $72,800 | $58,540–$96,000 | 153 |
| Chief Revenue Officer | $160,000 | $100,000–$225,000 | 147 |
Engineering and Product
Role | Median (annualized) | Typical range (P25–P75) | # of salaries |
|---|---|---|---|
| Software Engineer | $109,059 | $75,000–$140,000 | 1,272 |
| Chief Technology Officer | $165,000 | $100,000–$210,000 | 711 |
| Senior Software Engineer | $136,000 | $92,400–$165,000 | 582 |
| Product Manager | $114,491 | $80,000–$133,628 | 527 |
| Senior Product Manager | $155,000 | $131,000–$173,000 | 184 |
| Director of Customer Success | $120,000 | $90,000–$142,000 | 176 |
| Creative Director | $60,000 | $60,000–$124,289 | 163 |
| Technical Support Specialist | $46,987 | $33,280–$54,995 | 160 |
| Director of Operations | $135,000 | $96,315–$148,104 | 156 |
| Director of Sales | $105,000 | $90,125–$140,000 | 155 |
| Product Designer | $100,690 | $70,000–$150,000 | 153 |
| Vice President of Engineering | $192,500 | $157,500–$205,155 | 128 |
| Backend Engineer | $72,096 | $60,000–$85,200 | 123 |
| Director of Marketing | $125,670 | $100,000–$133,900 | 117 |
| Quality Assurance Engineer | $80,000 | $36,000–$85,000 | 116 |
| Mobile Engineer | $92,657 | $71,171–$112,831 | 113 |
| Senior Product Designer | $110,000 | $96,095–$145,000 | 112 |
| Technical Lead | $100,000 | $70,968–$165,000 | 109 |
| Director of Engineering | $175,000 | $160,000–$182,500 | 100 |
| Engineering Manager | $157,000 | $125,000–$199,500 | 97 |
| Designer | $72,615 | $35,500–$122,000 | 91 |
| Lead Program Engineer | $150,000 | $120,000–$150,000 | 84 |
| Frontend Engineer | $65,776 | $52,785–$76,413 | 82 |
| Engineer | $110,000 | $91,435–$160,000 | 81 |
| Senior Engineer | $150,000 | $128,194–$162,500 | 79 |
| DevOps Engineer | $95,466 | $75,000–$125,000 | 74 |
| Principal Software Engineer | $170,000 | $128,780–$205,000 | 71 |
| Lead Software Engineer | $150,000 | $115,910–$175,000 | 67 |
| Growth Engineer | $135,000 | $120,000–$150,000 | 66 |
| Web Developer | $44,807 | $5,250–$112,831 | 65 |
| Head of Engineering | $155,000 | $99,408–$189,000 | 64 |
| Software Delivery Manager | $87,860 | $73,372–$98,135 | 64 |
| Junior Software Engineer | $61,500 | $50,000–$95,000 | 63 |
| Full Stack Engineer | $80,000 | $46,035–$87,150 | 61 |
| Developer Success Manager | $62,400 | $41,600–$83,200 | 59 |
| Director of Partnerships | $105,000 | $95,000–$150,000 | 55 |
| Managing Director | $150,000 | $111,000–$170,000 | 54 |
| Senior Frontend Engineer | $150,000 | $94,597–$155,000 | 54 |
Founders and CEOs
Role | Median (annualized) | Typical range (P25–P75) | # of salaries |
|---|---|---|---|
| Chief Executive Officer | $130,776 | $75,000–$200,000 | 1,884 |
| Co-founder | $135,000 | $75,000–$180,000 | 105 |
| Founder | $75,000 | $75,000–$150,000 | 73 |
Other (Customer, Operations, Delivery)
Role | Median (annualized) | Typical range (P25–P75) | # of salaries |
|---|---|---|---|
| Customer Service Representative | $45,000 | $45,000–$45,000 | 671 |
| Customer Success Manager | $75,000 | $64,500–$90,000 | 553 |
| Chief Operating Officer | $150,000 | $120,000–$200,004 | 547 |
| User Advocate | $24,960 | $24,960–$29,640 | 336 |
| Customer Support Specialist | $55,000 | $52,000–$65,000 | 244 |
| Account Manager | $55,000 | $4,064–$75,000 | 234 |
| Mapping Specialist | $39,160 | $32,966–$48,428 | 224 |
| Operations Manager | $70,000 | $55,000–$80,329 | 169 |
| Project Manager | $74,880 | $59,225–$90,000 | 161 |
| Mapping Technician | $37,939 | $31,157–$39,160 | 160 |
| President | $125,000 | $100,000–$199,992 | 141 |
| Chief Product Officer | $150,000 | $110,000–$210,000 | 127 |
| Mapping Surveyor | $37,440 | $37,440–$37,440 | 117 |
| Executive Assistant | $50,000 | $45,000–$73,000 | 113 |
| Customer Success Associate | $57,000 | $45,377–$65,000 | 111 |
| Brand Coordinator | $150,000 | $120,000–$165,000 | 110 |
| Client Success Manager | $73,903 | $61,950–$90,000 | 107 |
| Senior Customer Success Manager | $78,600 | $66,800–$100,000 | 99 |
| Vice President of Product | $185,000 | $142,225–$200,000 | 96 |
| Quality Assurance Specialist | $56,085 | $47,879–$70,000 | 96 |
| Head of Product | $175,000 | $150,000–$200,000 | 95 |
| Chief of Staff | $107,500 | $74,498–$169,871 | 94 |
| Growth Marketer | $120,000 | $120,000–$200,000 | 91 |
| Implementation Specialist | $77,750 | $70,000–$85,000 | 91 |
| Business Analyst | $94,918 | $76,250–$95,809 | 90 |
| Chief Financial Officer | $140,000 | $82,000–$227,136 | 87 |
| Legal Content Writer | $58,240 | $47,840–$62,400 | 82 |
| Vehicle Operator | $41,600 | $41,600–$41,600 | 81 |
| Head of Customer Success | $83,820 | $53,600–$125,000 | 80 |
| Data Scientist | $100,000 | $61,848–$130,000 | 77 |
| Office Manager | $52,000 | $36,000–$65,000 | 77 |
| Vice President of Customer Success | $165,000 | $135,000–$180,250 | 76 |
| Hardware Delivery Specialist | $88,925 | $73,500–$116,438 | 76 |
| Senior Project Manager | $135,000 | $78,100–$156,875 | 74 |
| Mapping Vehicle Operator | $41,600 | $41,600–$41,600 | 74 |
| Administrative Assistant | $33,929 | $30,441–$50,000 | 73 |
| Manager | $39,340 | $5,198–$62,400 | 72 |
| Client Accounting Manager | $75,000 | $68,640–$77,250 | 70 |
| Operations Specialist | $80,212 | $31,200–$104,000 | 65 |
| Research and Development | $59,163 | $42,980–$82,962 | 64 |
| Customer Success Professional | $59,410 | $45,000–$63,323 | 63 |
| Key Accounts Manager | $26,206 | $24,638–$26,206 | 63 |
| Owner | $120,000 | $96,000–$189,360 | 62 |
| Customer Support Manager | $80,000 | $71,703–$91,000 | 62 |
| List Processor | $47,840 | $45,552–$54,080 | 62 |
| Customer Success Specialist | $50,000 | $40,000–$57,720 | 61 |
| Controller | $130,000 | $100,000–$150,594 | 60 |
| Human Resources Specialist | $58,886 | $12,000–$75,647 | 60 |
| Chief Strategy Officer | $112,500 | $77,310–$124,000 | 59 |
| Human Resources Generalist | $58,886 | $12,000–$75,000 | 59 |
| Vice President of Operations | $150,000 | $103,329–$206,400 | 57 |
| Head of Growth | $130,000 | $100,000–$200,000 | 57 |
| Customer Usability Strategist | $52,000 | $52,000–$62,400 | 55 |
| Intern | $31,200 | $19,500–$37,440 | 55 |
| Data Analyst | $90,000 | $80,000–$115,500 | 53 |
| Consultant | $119,454 | $100,000–$120,000 | 51 |
| Customer Success Team Lead | $70,000 | $55,000–$90,000 | 51 |
Methodology
Our salary benchmarking methodology uses fast, scannable compensation data tables with clear role definitions and salary benchmarks. This structured format makes it easy to compare compensation data across roles and company stages.
Pay frequency | Annualization rule |
|---|---|
| Hourly | Hourly × 2,080 (40 hours/week × 52 weeks) |
| Weekly | Weekly × 52 |
| Semi-monthly | Semi-monthly × 24 |
| Monthly | Monthly × 12 |
| Yearly | Yearly × 1 |
Equivalent titles are merged into canonical roles (e.g., "CTO" + "Chief Technology Officer" → "Chief Technology Officer (CTO)").
Detailed Benchmarks by Role (Quartile Bands)
Each role below shows three rows (employees): Top 25% average pay (P75–P100), Middle 50% average pay (P25–P75), and Bottom 25% average pay (P0–P25), each with the number of salaries in that band. Contractor benchmarks are consolidated below.
SaaS Software Engineer salary benchmark
Quartiles
Band | Average pay (annualized) | Number of salaries included |
|---|---|---|
| Top 25% (P75–P100) | $174,706 | 342 |
| Middle 50% (P25–P75) | $104,357 | 631 |
| Bottom 25% (P0–P25) | $43,615 | 299 |
Senior SaaS Software Engineer salary benchmark
Quartiles
Band | Average pay (annualized) | Number of salaries included |
|---|---|---|
| Top 25% (P75–P100) | $180,816 | 158 |
| Middle 50% (P25–P75) | $130,037 | 300 |
| Bottom 25% (P0–P25) | $65,356 | 131 |
SaaS Product Manager salary benchmark
Quartiles
Band | Average pay (annualized) | Number of salaries included |
|---|---|---|
| Top 25% (P75–P100) | $171,398 | 132 |
| Middle 50% (P25–P75) | $109,517 | 267 |
| Bottom 25% (P0–P25) | $49,915 | 128 |
SaaS Customer Success Manager salary benchmark
Quartiles
Band | Average pay (annualized) | Number of salaries included |
|---|---|---|
| Top 25% (P75–P100) | $144,010 | 149 |
| Middle 50% (P25–P75) | $74,787 | 275 |
| Bottom 25% (P0–P25) | $43,403 | 142 |
SaaS Sales Development Representative salary benchmark
Quartiles
Band | Average pay (annualized) | Number of salaries included |
|---|---|---|
| Top 25% (P75–P100) | $72,882 | 102 |
| Middle 50% (P25–P75) | $45,385 | 206 |
| Bottom 25% (P0–P25) | $7,278 | 100 |
What should you pay contractors?
Contractor benchmarks are consolidated into one table because contractor sample sizes can be smaller by title. Hourly medians are derived as annualized median ÷ 2,080.
Contractor title | Median hourly rate | Median annualized equivalent | Number of salaries included |
|---|---|---|---|
| Software Engineer | $24.40/hr | $50,760 | 156 |
| Customer Support Specialist | $20.00/hr | $41,600 | 119 |
| Product Manager | $72.12/hr | $150,000 | 104 |
| Growth Marketer | $72.12/hr | $150,000 | 98 |
| Product Designer | $72.12/hr | $150,000 | 89 |
| Senior Software Engineer | $65.79/hr | $136,848 | 89 |
| Brand Coordinator | $57.69/hr | $120,000 | 67 |
| Customer Support Advocate | $10.00/hr | $20,800 | 62 |
| Developer Success Manager | $25.00/hr | $52,000 | 60 |
| Chief Executive Officer | $128.95/hr | $268,221 | 54 |
| Customer Usability Strategist | $25.00/hr | $52,000 | 54 |
| Sales Representative | $1.20/hr | $2,498 | 53 |
Tip: Contractor rates vary meaningfully with scope (IC vs lead), expected weekly hours, and contract duration. Use these medians as directional anchors.
What is salary benchmarking?
How to benchmark salaries and build competitive compensation packages
Salary benchmarking is the process of comparing your company's compensation data against market rates for similar roles. It helps HR professionals and founders make data-driven decisions about pay, ensuring you attract top talent while maintaining fair and competitive compensation structures.
For SaaS companies, accurate salary benchmarking is critical. The market moves fast, and what was competitive six months ago might not be today. Real pay data—like the benchmarks above—gives you concrete numbers to work with, not just industry averages that might not reflect your specific market or company stage.
Why is salary benchmarking important?
1. Retain top talent with competitive pay
Research shows that 76% of employees planning to quit cite poor compensation as a top reason. Salary benchmarking helps you identify when your pay falls below market rates and adjust before losing key team members. When you benchmark regularly, you can:
Spot compensation gaps before they become retention risks
Make informed decisions about raises and promotions
Build trust through transparent, data-backed compensation conversations
2. Attract the right candidates faster
Competitive salary ranges in job descriptions increase application quality and speed up hiring. When candidates see realistic pay bands upfront, you attract people who are genuinely interested and qualified. Salary benchmarking helps you:
Set accurate salary ranges for job postings
Reduce negotiation friction with market-aligned offers
Position your company as competitive and fair from the first touchpoint
3. Build fair and equitable compensation structures
Compensation benchmarking enables you to make objective, data-driven pay decisions. By comparing internal salaries to market benchmarks, you can identify and address pay disparities based on role, experience, and performance—not bias. This helps you:
Ensure pay equity across similar roles and experience levels
Support diversity, equity, and inclusion (DEI) initiatives with transparent pay practices
Create a compensation framework that scales as your team grows
How to conduct salary benchmarking
Effective salary benchmarking follows a structured process. Here's how to benchmark salaries for your SaaS company:
Step 1: Gather internal compensation data
Start by compiling your current salary data, including base pay, bonuses, equity, and benefits. Document job titles, responsibilities, experience levels, and location. This internal baseline helps you identify which roles need adjustment and which are already competitive.
Step 2: Research market rates
Use multiple data sources to get accurate market rates. Look for:
Industry-specific salary surveys (like the benchmarks above)
Job boards and salary comparison sites
Compensation benchmarking tools and platforms
Focus on data from companies similar in size, stage, and industry. For SaaS companies, prioritize benchmarks from B2B SaaS, subscription businesses, and tech startups.
Step 3: Compare and analyze gaps
Compare your internal salaries to market benchmarks. Calculate the difference between your pay and market rates (median, P25, and P75). Identify roles where you're significantly below market—these are your highest retention risks and should be prioritized for adjustment.
Step 4: Create a compensation plan
Develop a plan to address compensation gaps. Consider your budget, company priorities, and market conditions. You might adjust salaries immediately for critical roles, phase adjustments over time, or focus on total compensation (including equity and benefits) rather than base pay alone.
Step 5: Document and communicate
Document your benchmarking methodology and decisions. Share your compensation philosophy with managers and, where appropriate, with employees. Transparency builds trust and helps team members understand how pay decisions are made.
Common salary benchmarking mistakes to avoid
Even with good intentions, companies make these common compensation benchmarking mistakes:
Relying solely on job titles
Job titles vary widely between companies. A "Product Manager" at one startup might be a senior role, while at another it's entry-level. Always compare responsibilities, scope, and experience levels—not just titles. Use detailed job descriptions and role requirements when benchmarking.
Using outdated salary data
Salary markets change quickly, especially in tech. Data from a year ago might not reflect current market rates. Use recent benchmarks (within the last 6-12 months) and update your compensation data regularly. Set calendar reminders to review benchmarks quarterly or semi-annually.
Ignoring location and company stage
A Series A startup in San Francisco pays differently than a bootstrapped SaaS company in Austin. When benchmarking, filter by geographic location, company size, funding stage, and industry. The benchmarks above are specific to SaaS companies, which helps ensure relevance.
Focusing only on base salary
Total compensation includes base pay, bonuses, equity, benefits, and perks. A lower base salary might be competitive if you offer strong equity packages or exceptional benefits. Benchmark total compensation, not just salary, to get an accurate picture of your competitiveness.
From benchmarks to better pay decisions
Salary benchmarking isn't a one-time exercise—it's an ongoing process that helps you stay competitive and fair. The benchmarks above give you real SaaS salary data to work with, but they're just the starting point.
Use this data to inform your compensation strategy, identify gaps, and make decisions that attract and retain top talent. When you benchmark regularly and act on the insights, you're not just adjusting numbers—you're building a compensation culture that supports growth and fairness.
Start benchmarking. Make data-driven pay decisions. Build a team that stays.
