SDR Compensation Guide 2026: Salary, OTE, and Commission

How SDR Compensation Works

Most SDR roles follow a base salary plus variable structure, where total compensation is expressed as OTE (On-Target Earnings) — the amount you'd earn if you hit 100% of quota.

Understanding each component helps you evaluate whether an offer is competitive and negotiable.

2026 SDR Salary Benchmarks by Market

• Base salary: $55,000–$75,000
• OTE: $80,000–$110,000
• Equity: Common at Series A+ companies

• Base salary: $45,000–$62,000
• OTE: $70,000–$95,000
• Equity: Less common but available at venture-backed startups

• Base salary: $45,000–$65,000
• OTE: $70,000–$100,000
• Varies significantly by company funding stage

• Base salary: $65,000–$85,000
• OTE: $100,000–$130,000
• Typically at companies with longer sales cycles

The Base-to-Variable Split

Most SDR roles use a 60/40 or 70/30 base-to-variable split:

• 70/30 split at $80K OTE: $56K base + $24K variable
• 60/40 split at $80K OTE: $48K base + $32K variable

Higher base-to-variable ratios are more common at startups and early-stage companies. A lower base with higher variable can be lucrative if the quota is achievable and the product sells.

What SDRs Are Typically Measured On

• Meetings booked (most common) — number of qualified meetings scheduled per week/month
• SQLs generated — leads that meet a defined qualification criteria
• Pipeline created — dollar value of opportunities sourced
• Activities (calls, emails, sequences started) — less common as primary quota metric, more common as secondary

Quota Attainment Benchmarks

A good SDR role has a quota that 60–70% of the team hits consistently. If attainment is below 40%, quota may be unrealistic. If 90%+ are hitting, it may be too easy (and the variable comp is inflated to compensate).

What to Negotiate

Base salary: Most companies have 10–20% flexibility. Always negotiate.

Ramp period: Ask for a 90-day ramp where quota is reduced (typically 25/50/75/100 over four months). This is standard and should be offered proactively.

Quota level: Ask how many current SDRs are hitting quota. If it's below 50%, flag this.

Accelerators: Ask if there are accelerators above 100% quota — many plans pay 1.25x or 1.5x for performance above target.

Equity: At Series A–C companies, ask for stock options. The grant size and vesting schedule matter.

Career Progression and Compensation Growth

A typical SDR-to-AE trajectory:

• Year 1 (SDR): $70–90K OTE
• Year 2 (Senior SDR or Team Lead): $90–110K OTE
• Year 3 (AE): $120–180K OTE depending on market and deal size

The fastest way to accelerate compensation growth is to consistently exceed quota, then position yourself for an AE promotion at a company with strong upward mobility.