Current salary data based on 188 job postings with disclosed compensation.
Public and large enterprise companies offer the highest base salaries and most comprehensive benefits. Compensation is more standardized with clear bands and annual refresh grants.
Key considerations: RSU grants typically vest over 4 years with annual refreshes. Total compensation is more predictable but upside is limited compared to pre-IPO companies. Focus on scope, title progression, and team size.
Enterprise/Public companies pay VP Sales roles between $171K and $265K base salary, based on 188 job postings. Public companies typically offer RSUs worth 15-25% of base annually.
The 54% salary spread reflects real market variation. Key factors: (1) Company stage - Series A pays 20-30% less base but offers more equity; (2) Deal size responsibility - enterprise sales leaders ($500K+ ACV) command premiums; (3) Team size - managing 50+ reps vs 10 impacts compensation; (4) Industry - fintech and cybersecurity pay 15-20% above average. The 'right' salary depends on your specific situation.
Focus on base salary for stability and comp benchmarking, but understand the full picture. At startups, negotiate equity vesting and acceleration clauses. At public companies, ask about RSU refresh grants. For OTE, clarify quota attainment rates (ask: 'What % of the team hit quota last year?') and whether targets are realistic. A high OTE with 20% attainment is worse than moderate OTE with 80% attainment.
Our data comes from 188 actual job postings with disclosed compensation ranges, not self-reported surveys (which typically skew 10-15% high). We track VP Sales, SVP Sales, and CRO roles weekly, filtering for executive-level positions. Limitations: not all companies disclose salary, and posted ranges may differ from final offers after negotiation.
Weekly analysis of compensation trends, red flags, and negotiation insights for VP Sales and CRO roles.
Subscribe to The CRO Report →
The CRO Report