What's the difference between median and typical range?

Median is the middle value when all salaries are sorted—half are above, half are below. Typical range (P25–P75) is the interquartile range showing where the middle 50% of salaries fall.

SaaS Salary Benchmarks

Real compensation data for SaaS roles

Annualized SaaS compensation benchmarks across sales, engineering, product, customer success, and leadership—shown as medians and typical ranges (P25–P75), plus a quartile view for key roles.

Browse roles Methodology

Benchmarks are derived from an anonymized dataset. Pay is annualized to make hourly/monthly and salaried compensation comparable.

DatasetUpdated September 2026

Companies in file: 738
Salaries included: 66,373
Total annualized headcount (annualized): $23.3B+
Normalized titles: 3,148

Roles by function

Sales & Marketing: 23
Engineering & Product: 39
Leadership: 41
Customer Success & Support: 18
Operations, Finance & People: 58

Browse roles

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Explore every salary benchmark by role

Search and filter medians and typical ranges for 179 SaaS roles.

179 matching roles of 179 total

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SaaS salary benchmarks by role
		Typical range (P25–P75)
.NET DeveloperEngineering & Product	—	—	$72,612$43,404 – $72,612	75 contractor
Account ExecutiveSales & Marketing	$75,000$60,000 – $100,423	$60,000 – $100,423	$36,000$36,000 – $77,331	1,204 employee · 102 contractor
Account ManagerSales & Marketing	$66,950$41,600 – $92,449	$41,600 – $92,449	$87,360$18,300 – $87,360	444 employee · 56 contractor
AccountantOperations, Finance & People	$80,080$71,294 – $113,594	$71,294 – $113,594	—	63 employee
Administrative AssistantOperations, Finance & People	$37,440$30,441 – $45,760	$30,441 – $45,760	—	109 employee
Assistant ManagerOperations, Finance & People	$48,880$41,600 – $62,400	$41,600 – $62,400	—	64 employee
Backend EngineerEngineering & Product	$71,250$52,257 – $99,164	$52,257 – $99,164	$63,347$25,200 – $70,776	220 employee · 58 contractor
Brand CoordinatorLeadership	$150,000$120,000 – $165,000	$120,000 – $165,000	$120,000$120,000 – $165,000	110 employee · 68 contractor
Business AnalystOperations, Finance & People	$94,918$80,000 – $110,000	$80,000 – $110,000	—	111 employee
Business Development ManagerSales & Marketing	$65,227$55,488 – $75,000	$55,488 – $75,000	—	120 employee
Business Development RepresentativeSales & Marketing	$53,342$46,000 – $65,000	$46,000 – $65,000	—	269 employee
Care PartnerOperations, Finance & People	—	—	$100$100 – $100	284 contractor
Chief Executive OfficerLeadership	$145,000$84,000 – $225,000	$84,000 – $225,000	$120,000$102,000 – $300,000	3,292 employee · 134 contractor
Chief Financial OfficerLeadership	$128,659$61,157 – $211,600	$61,157 – $211,600	$67,200$50,400 – $145,800	253 employee · 72 contractor
Chief Marketing OfficerLeadership	$132,000$84,000 – $203,255	$84,000 – $203,255	—	194 employee
Chief of StaffLeadership	$120,000$78,942 – $160,486	$78,942 – $160,486	—	150 employee
Chief Operating OfficerLeadership	$150,000$112,500 – $200,004	$112,500 – $200,004	—	889 employee
Chief Product OfficerLeadership	$150,000$116,667 – $187,813	$116,667 – $187,813	—	264 employee
Chief Revenue OfficerLeadership	$175,000$102,565 – $225,000	$102,565 – $225,000	—	239 employee
Chief Strategy OfficerLeadership	$124,000$77,310 – $249,240	$77,310 – $249,240	—	97 employee
Chief Technology OfficerLeadership	$163,386$100,000 – $212,250	$100,000 – $212,250	$67,680$9,600 – $159,420	1,237 employee · 127 contractor
Client Accounting ManagerOperations, Finance & People	$75,000$68,640 – $77,250	$68,640 – $77,250	—	70 employee
Client Success ManagerOperations, Finance & People	$73,903$62,500 – $98,955	$62,500 – $98,955	—	148 employee
Co-founderLeadership	$104,000$65,000 – $150,000	$65,000 – $150,000	—	183 employee
Community ManagerOperations, Finance & People	$71,400$60,015 – $80,000	$60,015 – $80,000	—	63 employee
ConsultantOperations, Finance & People	$110,000$73,524 – $120,000	$73,524 – $120,000	$156,000$34,380 – $624,000	63 employee · 67 contractor
Content Marketing ManagerSales & Marketing	$85,000$52,271 – $115,000	$52,271 – $115,000	—	59 employee
ControllerOperations, Finance & People	$130,000$89,946 – $156,400	$89,946 – $156,400	—	126 employee
Creative DirectorLeadership	$77,000$60,000 – $124,289	$60,000 – $124,289	—	179 employee
Customer Experience ManagerOperations, Finance & People	$115,000$75,000 – $125,250	$75,000 – $125,250	—	54 employee
Customer Service ManagerCustomer Success & Support	$65,000$61,106 – $75,000	$61,106 – $75,000	—	50 employee
Customer Service RepresentativeCustomer Success & Support	$45,000$45,000 – $45,000	$45,000 – $45,000	$27,040$15,600 – $29,120	714 employee · 65 contractor
Customer SuccessCustomer Success & Support	$65,806$20,400 – $76,500	$20,400 – $76,500	—	53 employee
Customer Success AssociateCustomer Success & Support	$60,000$48,298 – $66,276	$48,298 – $66,276	—	144 employee
Customer Success ManagerCustomer Success & Support	$75,000$60,125 – $96,000	$60,125 – $96,000	$36,000$26,400 – $56,160	874 employee · 80 contractor
Customer Success ProfessionalCustomer Success & Support	$59,410$45,000 – $63,311	$45,000 – $63,311	—	64 employee
Customer Success RepresentativeCustomer Success & Support	$52,000$35,360 – $60,000	$35,360 – $60,000	—	59 employee
Customer Success SpecialistCustomer Success & Support	$45,960$31,908 – $57,720	$31,908 – $57,720	—	110 employee
Customer Success Team LeadCustomer Success & Support	$70,000$50,000 – $95,000	$50,000 – $95,000	—	72 employee
Customer Support AdvocateCustomer Success & Support	—	—	$20,800$20,800 – $78,300	62 contractor
Customer Support AssociateCustomer Success & Support	$50,600$39,520 – $60,000	$39,520 – $60,000	—	55 employee
Customer Support LeadCustomer Success & Support	$64,193$39,000 – $94,411	$39,000 – $94,411	—	75 employee
Customer Support ManagerCustomer Success & Support	$81,375$71,703 – $93,600	$71,703 – $93,600	—	92 employee
Customer Support SpecialistCustomer Success & Support	$54,080$49,920 – $65,000	$49,920 – $65,000	$41,600$20,800 – $52,000	299 employee · 164 contractor
Customer Usability StrategistCustomer Success & Support	$52,000$52,000 – $62,400	$52,000 – $62,400	$52,000$41,600 – $62,400	56 employee · 55 contractor
Data AnalystOperations, Finance & People	$81,852$53,040 – $93,600	$53,040 – $93,600	—	128 employee
Data EngineerEngineering & Product	$49,942$31,805 – $114,072	$31,805 – $114,072	—	111 employee
Data ScientistOperations, Finance & People	$97,500$58,949 – $127,794	$58,949 – $127,794	—	122 employee
DesignerEngineering & Product	$72,000$35,000 – $79,000	$35,000 – $79,000	$33,000$23,000 – $70,720	119 employee · 61 contractor
DeveloperEngineering & Product	$93,000$51,131 – $360,000	$51,131 – $360,000	$76,434$43,678 – $80,070	144 employee · 90 contractor
Developer Success ManagerEngineering & Product	$62,400$41,600 – $83,200	$41,600 – $83,200	$52,000$52,000 – $62,400	60 employee · 60 contractor
DevOps EngineerEngineering & Product	$115,000$75,000 – $125,000	$75,000 – $125,000	$70,500$44,862 – $79,536	171 employee · 55 contractor
Digital Marketing AssociateSales & Marketing	$3,851$3,476 – $4,278	$3,476 – $4,278	—	238 employee
DirectorLeadership	$125,000$45,000 – $138,375	$45,000 – $138,375	—	56 employee
Director of Administrative ServicesLeadership	$53,758$50,174 – $53,758	$50,174 – $53,758	—	52 employee
Director of Business DevelopmentLeadership	$100,000$75,000 – $150,000	$75,000 – $150,000	—	72 employee
Director of Client ServicesLeadership	$102,000$72,395 – $105,000	$72,395 – $105,000	—	53 employee
Director of Customer SuccessLeadership	$124,200$100,000 – $145,000	$100,000 – $145,000	—	277 employee
Director of EngineeringLeadership	$168,151$160,000 – $190,000	$160,000 – $190,000	—	179 employee
Director of MarketingLeadership	$120,000$92,000 – $150,000	$92,000 – $150,000	—	199 employee
Director of OperationsLeadership	$114,600$96,315 – $150,000	$96,315 – $150,000	—	269 employee
Director of PartnershipsLeadership	$110,334$95,000 – $160,027	$95,000 – $160,027	—	75 employee
Director of ProductLeadership	$130,000$92,090 – $186,250	$92,090 – $186,250	—	100 employee
Director of Product ManagementLeadership	$175,000$125,000 – $208,050	$125,000 – $208,050	—	58 employee
Director of SalesLeadership	$113,932$83,844 – $150,000	$83,844 – $150,000	—	272 employee
EngineerEngineering & Product	$102,497$70,037 – $160,000	$70,037 – $160,000	$60,000$54,000 – $87,197	225 employee · 103 contractor
Engineering ManagerEngineering & Product	$166,695$120,020 – $203,571	$120,020 – $203,571	—	178 employee
Enterprise Account ExecutiveSales & Marketing	$103,000$90,000 – $130,000	$90,000 – $130,000	—	96 employee
Executive AssistantOperations, Finance & People	$63,250$45,000 – $90,000	$45,000 – $90,000	—	203 employee
FacilitatorOperations, Finance & People	—	—	$2,930$2,500 – $2,930	68 contractor
Finance ManagerOperations, Finance & People	$30,000$30,000 – $88,501	$30,000 – $88,501	—	50 employee
FounderLeadership	$150,000$75,000 – $275,000	$75,000 – $275,000	—	262 employee
Front of House StaffOperations, Finance & People	$38,688$37,440 – $38,688	$37,440 – $38,688	—	72 employee
Frontend EngineerEngineering & Product	$59,646$45,390 – $84,000	$45,390 – $84,000	$36,000$21,600 – $69,000	196 employee · 76 contractor
Full Stack DeveloperEngineering & Product	$72,395$66,295 – $72,395	$66,295 – $72,395	—	160 employee
Full Stack EngineerEngineering & Product	$87,150$55,608 – $120,750	$55,608 – $120,750	—	106 employee
General ManagerOperations, Finance & People	$129,000$112,500 – $231,250	$112,500 – $231,250	—	60 employee
Graphic DesignerEngineering & Product	$52,000$35,018 – $80,200	$35,018 – $80,200	—	68 employee
Growth EngineerEngineering & Product	$135,000$120,000 – $150,000	$120,000 – $150,000	—	66 employee
Growth ManagerSales & Marketing	$85,000$70,500 – $90,000	$70,500 – $90,000	—	59 employee
Growth MarketerSales & Marketing	$120,000$120,000 – $200,000	$120,000 – $200,000	$150,000$120,000 – $165,000	94 employee · 102 contractor
Hardware Delivery SpecialistOperations, Finance & People	$88,925$73,500 – $116,438	$73,500 – $116,438	—	76 employee
Head of Customer SuccessLeadership	$101,939$53,600 – $146,692	$53,600 – $146,692	—	140 employee
Head of EngineeringLeadership	$135,000$95,172 – $168,138	$95,172 – $168,138	—	134 employee
Head of GrowthLeadership	$140,000$101,250 – $197,869	$101,250 – $197,869	—	70 employee
Head of MarketingLeadership	$130,000$99,000 – $168,750	$99,000 – $168,750	—	128 employee
Head of OperationsLeadership	$147,900$95,893 – $172,357	$95,893 – $172,357	—	82 employee
Head of ProductLeadership	$168,000$142,440 – $199,992	$142,440 – $199,992	—	143 employee
Head of SalesLeadership	$150,000$132,500 – $185,000	$132,500 – $185,000	—	149 employee
HR ManagerOperations, Finance & People	$80,023$62,250 – $114,217	$62,250 – $114,217	—	56 employee
Human Resources GeneralistOperations, Finance & People	$58,886$29,412 – $75,000	$29,412 – $75,000	—	69 employee
Human Resources SpecialistOperations, Finance & People	$58,886$12,000 – $75,647	$12,000 – $75,647	—	64 employee
Implementation ManagerCustomer Success & Support	$85,000$56,585 – $122,375	$56,585 – $122,375	—	70 employee
Implementation SpecialistCustomer Success & Support	$75,000$69,319 – $85,000	$69,319 – $85,000	—	116 employee
InternOperations, Finance & People	$31,200$3,477 – $37,155	$3,477 – $37,155	—	106 employee
Junior Software EngineerEngineering & Product	$61,248$42,244 – $93,600	$42,244 – $93,600	—	93 employee
Key Accounts ManagerOperations, Finance & People	$26,206$24,638 – $26,397	$24,638 – $26,397	—	79 employee
Lead EngineerEngineering & Product	$175,000$81,906 – $200,000	$81,906 – $200,000	—	74 employee
Lead Program EngineerEngineering & Product	$150,000$120,000 – $150,000	$120,000 – $150,000	—	85 employee
Lead Software EngineerEngineering & Product	$151,278$135,000 – $175,000	$135,000 – $175,000	—	115 employee
Legal Content WriterOperations, Finance & People	$58,240$47,840 – $62,400	$47,840 – $62,400	—	82 employee
List ProcessorOperations, Finance & People	$47,840$45,552 – $54,080	$45,552 – $54,080	—	62 employee
Maintenance TechnicianOperations, Finance & People	$65,520$58,760 – $74,880	$58,760 – $74,880	—	82 employee
ManagerOperations, Finance & People	$47,840$31,200 – $60,000	$31,200 – $60,000	—	116 employee
Managing DirectorLeadership	$132,000$100,000 – $157,800	$100,000 – $157,800	—	100 employee
Mapping SpecialistOperations, Finance & People	$39,160$32,966 – $48,428	$32,966 – $48,428	—	224 employee
Mapping SurveyorOperations, Finance & People	$37,440$37,440 – $37,440	$37,440 – $37,440	—	117 employee
Mapping TechnicianOperations, Finance & People	$37,939$31,157 – $39,160	$31,157 – $39,160	—	160 employee
Mapping Vehicle OperatorOperations, Finance & People	$41,600$41,600 – $41,600	$41,600 – $41,600	—	74 employee
Marketing Sales & Marketing	$54,338$40,800 – $64,390	$40,800 – $64,390	—	61 employee
Marketing AssociateSales & Marketing	$60,000$42,000 – $111,780	$42,000 – $111,780	—	97 employee
Marketing ManagerSales & Marketing	$86,579$72,800 – $95,000	$72,800 – $95,000	—	233 employee
Marketing SpecialistSales & Marketing	$90,000$54,750 – $111,780	$54,750 – $111,780	—	75 employee
Medical AssistantOperations, Finance & People	$44,803$41,600 – $46,790	$41,600 – $46,790	—	79 employee
Mobile EngineerEngineering & Product	$92,657$71,171 – $112,831	$71,171 – $112,831	—	125 employee
Office ManagerOperations, Finance & People	$52,000$20,100 – $65,000	$20,100 – $65,000	—	106 employee
Operations AssociateOperations, Finance & People	$50,000$16,800 – $55,000	$16,800 – $55,000	—	58 employee
Operations ManagerOperations, Finance & People	$72,100$55,000 – $84,000	$55,000 – $84,000	—	314 employee
Operations SpecialistOperations, Finance & People	$40,560$15,242 – $92,500	$15,242 – $92,500	—	132 employee
OwnerOperations, Finance & People	$143,000$72,750 – $143,000	$72,750 – $143,000	—	158 employee
Partnerships ManagerSales & Marketing	$87,500$78,750 – $110,000	$78,750 – $110,000	—	58 employee
People Operations ManagerOperations, Finance & People	$111,300$85,994 – $130,000	$85,994 – $130,000	—	51 employee
PresidentLeadership	$189,263$106,000 – $235,000	$106,000 – $235,000	—	295 employee
Principal EngineerEngineering & Product	$180,000$123,456 – $236,000	$123,456 – $236,000	—	103 employee
Principal Software EngineerEngineering & Product	$170,000$143,327 – $193,750	$143,327 – $193,750	—	92 employee
Product DesignerEngineering & Product	$103,097$72,000 – $130,000	$72,000 – $130,000	$126,678$45,555 – $150,000	242 employee · 124 contractor
Product ManagerEngineering & Product	$113,500$75,000 – $134,257	$75,000 – $134,257	$118,694$48,000 – $150,000	733 employee · 182 contractor
Product Marketing ManagerEngineering & Product	$118,000$86,791 – $140,000	$86,791 – $140,000	—	73 employee
Program ManagerOperations, Finance & People	$95,000$82,500 – $180,000	$82,500 – $180,000	—	60 employee
Project ManagerOperations, Finance & People	$74,880$55,452 – $100,000	$55,452 – $100,000	$33,600$14,573 – $40,800	271 employee · 54 contractor
QA LeadOperations, Finance & People	$120,000$100,000 – $160,000	$100,000 – $160,000	—	53 employee
Quality Assurance EngineerEngineering & Product	$81,344$43,200 – $105,000	$43,200 – $105,000	—	177 employee
Quality Assurance SpecialistOperations, Finance & People	$47,879$45,000 – $58,886	$45,000 – $58,886	—	151 employee
Research and DevelopmentOperations, Finance & People	$44,866$43,078 – $75,247	$43,078 – $75,247	—	77 employee
ResearcherEngineering & Product	$36,218$33,206 – $44,559	$33,206 – $44,559	—	52 employee
SalesSales & Marketing	$60,000$45,000 – $60,000	$45,000 – $60,000	—	56 employee
Sales AssociateSales & Marketing	$28,080$27,040 – $29,120	$27,040 – $29,120	—	364 employee
Sales Development RepresentativeSales & Marketing	$45,000$35,360 – $60,000	$35,360 – $60,000	—	467 employee
Sales ExecutiveSales & Marketing	$85,000$48,789 – $127,500	$48,789 – $127,500	$6,000$6,000 – $6,000	120 employee · 73 contractor
Sales LeadSales & Marketing	$35,880$33,280 – $41,700	$33,280 – $41,700	—	124 employee
Sales ManagerSales & Marketing	$72,800$42,250 – $90,500	$42,250 – $90,500	—	214 employee
Sales RepresentativeSales & Marketing	$75,000$46,250 – $90,000	$46,250 – $90,000	$6,000$6,000 – $6,434	207 employee · 450 contractor
Senior Account ExecutiveSales & Marketing	$90,000$70,000 – $127,850	$70,000 – $127,850	—	342 employee
Senior Account ManagerSales & Marketing	$104,018$79,722 – $114,300	$79,722 – $114,300	—	75 employee
Senior Backend EngineerEngineering & Product	$130,000$98,540 – $148,000	$98,540 – $148,000	—	71 employee
Senior Business AnalystOperations, Finance & People	$135,000$89,436 – $149,600	$89,436 – $149,600	—	66 employee
Senior ConsultantOperations, Finance & People	$130,000$126,500 – $154,750	$126,500 – $154,750	—	66 employee
Senior Customer Success ManagerCustomer Success & Support	$90,500$72,601 – $112,900	$72,601 – $112,900	—	172 employee
Senior Data ScientistOperations, Finance & People	$114,999$78,588 – $164,454	$78,588 – $164,454	—	78 employee
Senior DeveloperEngineering & Product	$115,000$90,000 – $140,000	$90,000 – $140,000	$42,000$24,000 – $80,878	178 employee · 66 contractor
Senior EngineerEngineering & Product	$145,000$125,000 – $165,000	$125,000 – $165,000	$84,000$66,000 – $126,624	115 employee · 56 contractor
Senior Frontend EngineerEngineering & Product	$140,024$115,000 – $155,000	$115,000 – $155,000	—	103 employee
Senior Product DesignerEngineering & Product	$110,000$96,095 – $143,500	$96,095 – $143,500	—	156 employee
Senior Product ManagerEngineering & Product	$146,844$130,000 – $170,000	$130,000 – $170,000	—	245 employee
Senior Project ManagerOperations, Finance & People	$150,000$78,100 – $450,420	$78,100 – $450,420	—	161 employee
Senior Software EngineerEngineering & Product	$141,030$104,000 – $173,880	$104,000 – $173,880	$108,160$60,160 – $145,872	1,166 employee · 191 contractor
Software Delivery ManagerOperations, Finance & People	$87,860$73,372 – $98,135	$73,372 – $98,135	—	64 employee
Software EngineerEngineering & Product	$105,800$72,000 – $140,000	$72,000 – $140,000	$50,556$33,600 – $104,000	2,329 employee · 378 contractor
Solutions ArchitectOperations, Finance & People	$152,117$140,000 – $160,000	$140,000 – $160,000	—	62 employee
Solutions EngineerEngineering & Product	$101,000$75,000 – $125,021	$75,000 – $125,021	—	82 employee
Staff Software EngineerEngineering & Product	$182,000$150,232 – $204,225	$150,232 – $204,225	$106,000$99,000 – $177,660	98 employee · 62 contractor
Support SpecialistOperations, Finance & People	$75,170$73,412 – $88,550	$73,412 – $88,550	—	112 employee
Team LeadOperations, Finance & People	$72,100$28,788 – $118,586	$28,788 – $118,586	—	66 employee
Team MemberOperations, Finance & People	$84,975$58,710 – $119,850	$58,710 – $119,850	—	84 employee
Technical LeadEngineering & Product	$108,000$72,000 – $198,600	$72,000 – $198,600	—	139 employee
Technical Support ManagerOperations, Finance & People	$48,073$43,798 – $73,693	$43,798 – $73,693	—	60 employee
Technical Support SpecialistOperations, Finance & People	$45,760$39,520 – $52,000	$39,520 – $52,000	—	287 employee
TechnicianOperations, Finance & People	$38,480$3,046 – $63,243	$3,046 – $63,243	—	84 employee
UI/UX DesignerEngineering & Product	$60,000$50,736 – $80,000	$50,736 – $80,000	—	79 employee
User AdvocateOperations, Finance & People	$24,960$24,960 – $29,640	$24,960 – $29,640	—	336 employee
Vehicle OperatorOperations, Finance & People	$41,600$41,600 – $41,600	$41,600 – $41,600	—	81 employee
Vice President of Customer SuccessLeadership	$159,500$135,000 – $180,000	$135,000 – $180,000	—	117 employee
Vice President of EngineeringLeadership	$185,467$151,941 – $205,155	$151,941 – $205,155	—	203 employee
Vice President of FinanceLeadership	$175,000$168,245 – $225,000	$168,245 – $225,000	—	69 employee
Vice President of MarketingLeadership	$157,500$135,000 – $173,157	$135,000 – $173,157	—	130 employee
Vice President of OperationsLeadership	$180,000$126,000 – $206,400	$126,000 – $206,400	—	137 employee
Vice President of ProductLeadership	$182,625$148,249 – $200,000	$148,249 – $200,000	—	112 employee
Vice President of SalesLeadership	$160,000$115,000 – $185,000	$115,000 – $185,000	—	256 employee
Web DeveloperEngineering & Product	$55,991$41,600 – $62,315	$41,600 – $62,315	—	165 employee

Sales compensation

Annualized base · OTE not included

SaaS sales compensation benchmarks

Base salary benchmarks for every sales seat in the dataset, from SDR to CRO. Commission and on-target earnings (OTE) sit on top of these figures and vary with quota design.

SaaS sales compensation benchmarks by role
Sales role	Median base	Typical range (P25–P75)	Salaries
Sales Development Representative	$45,000$35,360–$60,000	$35,360–$60,000	467
Business Development Representative	$53,342$46,000–$65,000	$46,000–$65,000	269
Sales Representative	$75,000$46,250–$90,000	$46,250–$90,000	207
Account Executive	$75,000$60,000–$100,423	$60,000–$100,423	1,204
Senior Account Executive	$90,000$70,000–$127,850	$70,000–$127,850	342
Enterprise Account Executive	$103,000$90,000–$130,000	$90,000–$130,000	96
Account Manager	$66,950$41,600–$92,449	$41,600–$92,449	444
Senior Account Manager	$104,018$79,722–$114,300	$79,722–$114,300	75
Sales Manager	$72,800$42,250–$90,500	$42,250–$90,500	214
Director of Sales	$113,932$83,844–$150,000	$83,844–$150,000	272
Head of Sales	$150,000$132,500–$185,000	$132,500–$185,000	149
Vice President of Sales	$160,000$115,000–$185,000	$115,000–$185,000	256
Chief Revenue Officer	$175,000$102,565–$225,000	$102,565–$225,000	239

Designing the variable half of the package? The SaaS sales commission calculator turns an OTE split and a quota into a payout curve, and each role page covers pay drivers and career progression.

Methodology

Annualized · USD

How pay is annualized

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.

Annualization rule by pay frequency
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)").

Quartile bands

6 key roles

Detailed Benchmarks by Role

Each role below includes three bands (employees), each showing the number of salaries in that band:

Top 25%: – average pay (P75–P100)
Middle 50%: – average pay (P25–P75)
Bottom 25%: – average pay (P0–P25)

Contractor medians are listed in the role directory above and on each role page.

SaaS Account Executive salary benchmark

SaaS Account Executive salary benchmark
Band	Average pay (annualized)	Number of salaries included
Top 25% (P75–P100)	$148,420	309
Middle 50% (P25–P75)	$76,521	617
Bottom 25% (P0–P25)	$45,056	283

SaaS Software Engineer salary benchmark

SaaS Software Engineer salary benchmark
Band	Average pay (annualized)	Number of salaries included
Top 25% (P75–P100)	$5,352,056	595
Middle 50% (P25–P75)	$104,179	1,159
Bottom 25% (P0–P25)	$41,901	584

Senior SaaS Software Engineer salary benchmark

Senior SaaS Software Engineer salary benchmark
Band	Average pay (annualized)	Number of salaries included
Top 25% (P75–P100)	$267,178	294
Middle 50% (P25–P75)	$141,330	588
Bottom 25% (P0–P25)	$70,489	291

SaaS Product Manager salary benchmark

SaaS Product Manager salary benchmark
Band	Average pay (annualized)	Number of salaries included
Top 25% (P75–P100)	$183,535	187
Middle 50% (P25–P75)	$107,336	365
Bottom 25% (P0–P25)	$49,810	181

SaaS Customer Success Manager salary benchmark

SaaS Customer Success Manager salary benchmark
Band	Average pay (annualized)	Number of salaries included
Top 25% (P75–P100)	$243,182	232
Middle 50% (P25–P75)	$74,796	466
Bottom 25% (P0–P25)	$36,742	189

SaaS Sales Development Representative salary benchmark

SaaS Sales Development Representative salary benchmark
Band	Average pay (annualized)	Number of salaries included
Top 25% (P75–P100)	$74,130	140
Middle 50% (P25–P75)	$43,944	255
Bottom 25% (P0–P25)	$6,828	124

Guide

Seven steps · four source types · four pitfalls

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 by step:

Step 1: Define the roles and levels you are benchmarking
List every role you pay or plan to hire, then write down its level: scope, seniority, team size, and whether it carries a quota. Titles alone mislead, because a "Product Manager" at a 10-person startup can do the work of a senior PM elsewhere. Matching on scope is what makes every later comparison fair.
Step 2: Gather internal compensation data
Compile what each person earns today: base pay, bonus or commission (and OTE for sales roles), equity, and benefits, along with location and start date. This internal baseline shows which roles need adjustment and which are already competitive.
Step 3: Choose your benchmark sources
Use at least two sources and weight the ones closest to your company. Look for:
- Industry-specific salary data, like the SaaS benchmarks on this page
- Government wage data, such as the BLS Occupational Employment and Wage Statistics
- Compensation benchmarking tools and salary surveys (compared in the next section)
Prioritize data from companies similar in size, stage, business model, and location. For SaaS companies, that means B2B SaaS and subscription businesses rather than all employers.
Step 4: Pick your target percentile
Decide where you want to pay against the market. Paying at the median (P50) matches the market. Paying toward the 75th percentile (P75) helps you win hard-to-fill or business-critical roles. Paying toward the 25th percentile (P25) conserves cash, and early-stage and bootstrapped companies often offset it with equity, flexibility, or scope. Many companies set one target for most roles and a higher one for the few they cannot afford to lose.
Step 5: Build salary ranges for each level
Turn the target percentile into a pay band: the benchmark at your target becomes the midpoint, with a minimum and maximum around it. A common starting point is a range spread of 30–50% from minimum to maximum, wider for senior roles. Ranges let you place new hires by experience and give managers room for raises without renegotiating the structure.
Step 6: Compare, budget, and close the gaps
Compare each person's pay to the band for their level and flag anyone below the minimum or far under the midpoint; these are your highest retention risks. Then budget the fix at fully loaded cost, not base: payroll taxes, benefits, and equipment typically add 25–40% to base salary. Close critical gaps first and phase the rest over one or two review cycles.
Step 7: Document, communicate, and review regularly
Write down your compensation philosophy, sources, and target percentile so pay decisions stay consistent as you grow. Several US states, including California, Colorado, New York, and Washington, require salary ranges in job postings, so documented bands also keep you compliant. Refresh your benchmarks at least once a year, and every six months for roles where the market moves fast.

Salary benchmarking tools and data sources

Salary benchmarking tools fall into four groups. They differ in cost, freshness, and how closely the companies in the data resemble yours:

Free industry benchmarks
Free, role-level data built for a specific industry, like the SaaS salary benchmarks on this page: medians and quartiles from verified salaries at SaaS companies, with no signup. Best for a fast market check and for setting ranges before you hire.
Government wage data
The U.S. Bureau of Labor Statistics publishes Occupational Employment and Wage Statistics (OEWS) by occupation, industry, and metro area. It is free and very large, but it covers all employer sizes, reports wages rather than total compensation, and is published about a year after collection.
Crowdsourced salary sites
Glassdoor and Levels.fyi collect self-reported pay. Levels.fyi is strongest for engineering total compensation at larger tech companies, and Glassdoor covers more roles. Both are free, but submissions are unverified and skew toward larger employers.
Compensation platforms and salary surveys
Platforms such as Pave, Carta Total Compensation, and Ravio build benchmarks from the HR and payroll data of participating companies. Survey providers such as Radford (Aon), Mercer, and WTW run annual compensation surveys. Both give the most granular cuts by level, stage, and location, but they are paid and usually ask you to contribute your own data.

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.

FAQ

Frequently Asked Questions

SaaS salary benchmarks are reference pay ranges (often medians and percentile bands) for common job titles at SaaS companies. This page presents annualized figures so different pay frequencies can be compared consistently. Use these benchmarks to understand typical SaaS sales salary, SaaS product manager salary, SaaS sales manager salary, and other role-specific compensation data.

Hourly pay is annualized using 2,080 hours per year. Weekly uses 52, monthly uses 12, semi-monthly uses 24, and yearly uses 1.

Quartiles show dispersion: what the bottom 25% looks like, what's typical for the middle 50% (P25–P75), and what the top 25% looks like—useful for leveling and comp planning.

Contractor rates can be higher per hour than employee base pay because contractors typically cover their own benefits, taxes, downtime, and admin costs. This page provides directional median hourly rates and annualized equivalents by contractor title.

Equivalent titles are merged into canonical roles (e.g., "CTO" + "Chief Technology Officer" → "Chief Technology Officer (CTO)"). This ensures consistency and allows for meaningful sample sizes.

Median: The middle value when all salaries are sorted—half are above, half are below.

Typical range (P25–P75): The interquartile range showing where the middle 50% of salaries fall. This accounts for experience, location, and company performance variations.

Yes — the Founderpath SaaS Salary Benchmarks are completely free to use. No signup required. Use these benchmarks to inform your compensation planning, hiring decisions, and salary negotiations.

Define each role and level by scope rather than title, gather what you pay today (base, bonus or commission, equity, and benefits), and compare it with at least two market sources close to your company. Pick a target percentile (the median to match the market, toward the 75th percentile for hard-to-fill roles), build a salary range around it for each level, and budget any gaps at fully loaded cost. Refresh the benchmarks at least once a year. The guide above walks through all seven steps.

Salary benchmarking tools fall into four groups. Free industry benchmarks, such as the Founderpath SaaS salary benchmarks, give role-level medians and quartiles for one industry with no signup. Government data from the BLS Occupational Employment and Wage Statistics is free and large but covers all employers and lags about a year. Crowdsourced sites such as Glassdoor and Levels.fyi are free but self-reported. Compensation platforms such as Pave, Carta Total Compensation, and Ravio, and surveys from Radford (Aon), Mercer, and WTW, offer the most granular cuts but are paid and usually ask you to contribute your own data. Most companies combine a free industry source with one paid source as they grow.

SaaS salaries vary significantly by role, seniority, and company stage. Median annualized base pay in this dataset — Sales Representative: $75,000 (typical range $46,250–$90,000); Account Executive: $75,000 (typical range $60,000–$100,423); Product Manager: $113,500 (typical range $75,000–$134,257); Sales Manager: $72,800 (typical range $42,250–$90,500); Chief Technology Officer: $163,386 (typical range $100,000–$212,250); Chief Executive Officer: $145,000 (typical range $84,000–$225,000). Use the role directory above for the full quartile breakdown of any role.

SaaS sales salary benchmarks depend on the seat. Median annualized base pay — Sales Development Representative: $45,000 (typical range $35,360–$60,000); Sales Representative: $75,000 (typical range $46,250–$90,000); Account Executive: $75,000 (typical range $60,000–$100,423). These are base salaries: commission and on-target earnings (OTE) are not part of this dataset, and quota-carrying roles typically earn variable pay on top. Each role page shows the full quartile breakdown.

SaaS companies pay more than the average employer for the same job. In the U.S. Bureau of Labor Statistics' May 2025 Occupational Employment and Wage Statistics, mean annual wages at software publishers — the BLS industry that includes most SaaS companies — exceed the all-industry average by 14% for sales managers ($186,910 vs. $164,350), 16% for marketing managers ($206,930 vs. $177,770), 7% for software developers ($158,300 vs. $148,100), and 31% for customer service representatives ($61,210 vs. $46,590). Sources: BLS OEWS May 2025, software publishers (NAICS 513200) and all-industry national estimates.

Yes. The page refreshes from Founderpath’s live salary dataset at least weekly, and the “Updated” date at the top shows when the underlying figures last changed. All figures are annualized base pay; commissions, bonuses, and equity are not included.

We're here to help. Contact the Founderpath team or explore our platform to get personalized salary insights for your SaaS business.

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Compare your compensation structure with similar SaaS companies at your stage, size, and geography. Use our startup compensation benchmarks and SaaS salary benchmarks to ensure competitive pay that aligns with market rates. Our benchmarking tools provide real-time compensation data to help you make informed decisions.

Salary benchmarks are industry-standard compensation data that help you understand market rates for specific roles. They matter because they ensure you offer competitive compensation packages that attract top talent while maintaining healthy cash flow. Our SaaS salary benchmarks include medians, quartiles, and typical ranges (P25–P75) for accurate comparisons.

Set competitive salaries that attract top talent while maintaining healthy cash flow and runway. Access real compensation data and benchmarking best practices to make informed decisions about your compensation packages. Use compensation benchmarks to determine the right salary range for each role.

Get personalized funding recommendations based on your company metrics and growth trajectory. Our compensation benchmarking tools help you understand how your salary structure impacts your funding options. Investors want to see that your compensation aligns with industry benchmarks.

Monitor cash flow, runway, and key metrics in one dashboard that updates automatically. Use compensation benchmarks to ensure your salary data supports sustainable growth. Benchmarking compensation helps you balance competitive pay with financial sustainability.

Generate professional reports and insights that investors want to see — no manual work required. Show how your compensation benchmarking aligns with industry standards and supports your growth strategy. Demonstrate that you use compensation data to make strategic hiring decisions.