Rev.Hub Compensation Survey
As part of our efforts to build the Rev.Hub community, we conducted a salary survey to provide valuable insights into compensation in the revenue field.

With data from approximately 300 participants, it offers a comprehensive look at salary trends based on experience levels, company stages, and gender disparities in the industry.
April 2025
Survey Demographics
Gender Distribution
The survey participants showed a significant gender imbalance, with males representing 79% of respondents and females accounting for 21%.

While this provides insight into our sample, it may not fully represent the broader revenue field or our current community.
Company Stage
Roles Represented
Please note:
Roles with less than 5% representation were excluded from this breakdown for clarity, but are still accounted for in the overall analysis.
The "Other" category includes senior leadership roles like CEO, CMO, COO, and specialized roles in Partnerships and additional Customer Success positions.
On-Target Earnings (OTE) Breakdown
On-Target Earnings (OTE) represents the total expected compensation when an individual meets or exceeds performance targets, combining both base salary and commission components.
The figures above represent median OTE values. In cases where no commission component exists, the OTE reflects only the base salary.
Base Salary Analysis
This section focuses exclusively on median base salary trends across different revenue roles, excluding commissions, bonuses, and other variable compensation.
Commission Structure Analysis
Commission structures play a significant role in revenue positions, with 89.7% of survey participants reporting that their compensation includes a commission component.
Commission Breakdown by Role
Salary vs. Commission Split
This breakdown illustrates how compensation is structured across different roles, showing the balance between guaranteed base salary and performance-based commission.
Gender Pay Gap Analysis
Our survey reveals consistent gender pay gaps across all revenue roles when examining On-Target Earnings (OTE), encompassing both base salary and commission.
While compensation structures vary by position, the trend remains consistent: on average, males earn more than females in every role analyzed.
  • SDR/BDR: Males earn 7% more than females.
  • AE/AM: The gap widens, with males earning 11% more than their female counterparts.
  • RevOps: A significant 15% gap exists, making it the largest disparity among non-executive roles.
  • VP-Level: At the leadership level, males earn 14% more than females.
  • CRO: Even at the top, the gap persists, with males earning 13% more than females.
Employee Benefits Analysis
The survey reveals a variety of benefits provided to revenue professionals, with some perks being nearly universal while others vary significantly across companies and roles.
Conclusion and Key Takeaways
This comprehensive salary survey provides valuable benchmarks for both revenue professionals and companies in the industry.
The data offers insights into compensation structures, benefits packages, and gender disparities that can inform career decisions and company policies.
For Professionals
Use this data as a benchmark to evaluate your own compensation package and understand industry standards based on your role, experience level, and company stage.
For Companies
Leverage these insights to structure competitive salaries, commissions, and benefits packages that will help attract and retain top talent in the revenue field.
For the Industry
The gender pay gap data highlights the need for continued efforts toward equity and transparency in compensation practices across all revenue roles.
At Rev.Hub, we believe that knowledge is power - the more transparent and data-driven our industry becomes, the stronger and more equitable it will be.
For questions or feedback, contact us at [email protected].
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