Betts 2022 Compensation Guide

2022 Compensation Guide

Over the last year, people have refused to settle for jobs that make them unhappy, and millions of Americans quit their jobs. This era has been coined the “Great Resignation,” but at the same time, the “Great Rehiring” is happening as companies seek to meet their aggressive growth goals and hire people on the market. However, the pandemic has changed what employees care about, and they’re now seeking higher compensation and flexible working arrangements. Companies have adapted to these changing workforce trends to attract and retain top talent. Thus, we’re seeing unprecedented increases in sales, customer success, and marketing compensation, and more companies are going all-in on remote work. For the first time, entry into tech sales starts at $50k, a significant increase from the average of $40k in the past. Furthermore, tech is becoming more decentralized, and companies have embraced remote work. This has resulted in a flattening of compensation across the country, so there’s a more negligible difference between compensation in San Francisco and New York compared to other cities. In addition, remote hiring is still a way for companies to keep costs down, but remote compensation grows closer to San Francisco and New York compensation. As companies are adapting to new trends, we’ve updated the structure of our compensation guide to reflect these recent changes. For example, we’ve added new data for the compensation of remote sales, customer success, and marketing roles in addition to supplying the average compensation for San Francisco, Los Angeles, Chicago, New York, and Austin. Finally, we’ve broken up some roles, such as SDRs and CSMs, by experience level since people will secure different amounts of compensation based on their years of experience.

The talent competition is fierce, and if companies want to scale rapidly, they need to meet candidates' salary expectations. It's no longer enough to be within the average salary range when offering compensation for potential hires. We've added a data point for the target compensation within the sales, marketing, and customer success roles with that in mind. Target compensation is the Market Rate. It's the benchmark that companies strive to be if they want to have an extensive candidate pool and hire rapidly to meet their growth goals. If companies offer compensation below this benchmark, hiring top talent will take much longer, and the candidate pool they work from is much smaller. But if they are way above it, they will yield a larger candidate pool but at diminishing returns. Below is an example of our new graphic demonstrating target compensation, which you'll see throughout this guide.

SALES SDRs, Sales Ops, and Sales Engineering

TARGET COMPENSATION

Sales - SDR, Sales Ops, Sales Engineering

SALES AEs and Sales Leadership

TARGET COMPENSATION

Sales - AEs and Sales Leadership

Customer success CS and Account Management

TARGET COMPENSATION

Account management & customer success

MARKETING Content Marketing, Demand Generation, Product, Leadership

marketing

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Compensation TABLES

2022 Compensation Guide Compensation for Sales (SDRs, Sales Ops, and Sales Engineering) Position San Francisco Target Los Angeles Target Chicago Target (Base | OTE) (Base | OTE) (Base | OTE) SDR Recent Grad 50-65 | 75-90 60-80 50-65 | 75-90 60-80 50-65 | 65-80 55-75 SDR 6 Months+ 60-75 | 80-100 70-100 60-75 | 80-100 70-90 55-70 | 70-90 60-80 SDR Manager 110-140 | 170-210 120-200 110-140 | 170-210 120-200 100-130 | 170-200 100-180 Sales Operations 100-200 | plus 10% Exp 90-150 | plus 10% Exp 90-150 | plus 10% Exp Sales Engineer 100-150 | 150-200 Exp 110-140 | plus 20% Exp 110-150 | plus 20% Exp Position New York Target Austin Target Remote Target (Base | OTE) (Base | OTE) (Base | OTE) SDR Recent Grad 50-65 | 75-90 60-80 50-65 | 65-80 55-75 50-70 | 70-90 55-75 SDR 6 Months+ 60-75 | 80-100 70-90 55-70 | 70-90 60-80 60-80 | 80-100 60-80 SDR Manager 110-140 | 170-210 120-200 100-130 | 170-200 110-180 100-130 | 170-200 100-180 Sales Operations 100-200 | plus 10% Exp 70-135 | plus 10% Exp 90-150 | plus 10% Exp Sales Engineer 135-165 | plus 20% Exp 100-120 | plus 20% Exp 135-165 | plus 20% Exp

2022 Compensation Guide Compensation for Sales (AEs and Sales Leadership) Position San Francisco Target Los Angeles Target Chicago Target (Base | OTE) (Base | OTE) (Base | OTE) Account Executive 75-110 | 150-220 90-180 75-110 | 150-220 90-180 60-90 | 100-180 80-160 (AE) 0-3 Account Executive 90-125 | 180-250 110-220 90-125 | 180-250 110-220 80-110 | 160-220 100-200 (AE) 3-5 Enterprise Account 120-200 | 240-400 150-300 120-200 | 240-400 150-300 120-150 | 240-300 140-280 Executive (EAE) (5-10) Sales Manager/ 120-200 | 240-400 Exp 120-200 | 240-400 Exp 120-180 | 220-300 Exp Director of Sales CRO/ VP of Sales 180-260 | 340-520 220-400 180-260 | 340-520 220-400 170-230 | 320-450 200-400 Position New York Target Austin Target Remote Target (Base | OTE) (Base | OTE) (Base | OTE) Account Executive 75-110 | 150-220 90-180 75-110 | 150-220 80-160 70-100 | 140-200 75-150 (AE) 0-3 Account Executive 90-125 | 180-250 100-200 90-125 | 180-250 100-200 90-125 | 180-250 90-180 (AE) 3-5 Enterprise Account 120-200 | 240-400 150-300 120-140 | 240-280 140-280 120-200 | 240-400 140-280 Executive (EAE) (5-10) Sales Manager/ 120-200 | 240-400 Exp 120-180 | 220-300 Exp 120-180 | 220-300 Exp Director of Sales CRO/ VP of Sales 180-250 | 360-500 220-400 170-230 | 320-450 200-400 170-230 | 320-450 200-400

2022 Compensation Guide Compensation for Account Management & Customer Success Position San Francisco Target Los Angeles Target Chicago Target (Base | OTE) (Base | OTE) (Base | OTE) Account Manager 80-120 | 120-180 Exp 80-120 | 120-180 Exp 70-100 | 110-160 Exp Customer Success 80-120 | 100-140 100-120 80-120 | 100-140 100-120 70-110 | 90-120 90-110 Manager (0-3) Customer Success 100-160 | 120-180 130-160 100-160 | 120-180 130-160 90-140| 110-160 120-140 Manager (3-5) Director of 160-180 | 180-200 180-200 110-150 | 180-220 180-200 110-150 | 180-220 180-200 Customer Success VP of Customer 180-220 | 210-250 200-240 150-180 | 205-225 200-240 170-190 | 190-210 180-200 Success Position New York Target Austin Target Remote Target (Base | OTE) (Base | OTE) (Base | OTE) Account Manager 80-120 | 120-180 Exp 70-100 | 110-160 Exp 70-100 | 110-160 Exp Customer Success 80-120 | 100-140 100-120 70-110 | 90-120 90-110 70-110 | 90-120 90-110 Manager (0-3) Customer Success 100-160 | 120-180 130-160 90-140| 110-160 120-140 90-140| 110-160 120-140 Manager (3-5) Director of 110-150 | 180-220 180-200 110-150 | 180-220 180-200 110-150 | 180-220 180-200 Customer Success VP of Customer 150-190 | 200-240 200-240 170-190 | 190-240 180-220 170-190 | 190-240 180-220 Success

2022 Compensation Guide Compensation for Marketing Position San Francisco (Base | Target Los Angeles Target Chicago Target OTE) (Base | OTE) (Base | OTE) Content Marketing 90-140 130 110-125 130 90-125 110 Manager Demand Generation 130-170 | plus bonus 145 130-170 | plus bonus 145 120-150 | plus bonus 130 Product Marketing 150-200 | 160 - 220 160-180 150-200 | 160 - 220 160-180 140-180 140-160 Director of Marketing 160-200 | 180 - 220 180-200 160-200 | 180 - 220 180-200 140-180 160-180 CMO/ VP of 180-240 | plus 30% 200 190-230 | plus 30% 200 190-210 | plus 30% 200 Marketing Position New York Target Austin Target Remote Target (Base | OTE) (Base | OTE) (Base | OTE) Content Marketing 105-130 130 100-130 100 110-125 110 Manager Demand Generation 130-170 | plus bonus 145 110-140 | plus bonus 130 110-140 | plus bonus 130 Product Marketing 150-200 | 160 - 220 160-180 140-180 140-160 140-180 140-160 Director of Marketing 160-200 | 180 - 220 180-200 140-180 160-180 140-180 160-180 CMO/ VP of 190-250 | Plus 30% 200 180-220 | Plus 30% 200 190-250 | Plus 30% 200 Marketing