SDR Salary
Benchmarks 2026

The average SDR base salary in the US is $52,000–$60,000 depending on experience. Mid-level SDRs (1–3 years) earn $55,000–$62,000 base with $82,000–$95,000 OTE at Series A companies. Senior SDRs in major markets can earn significantly more — $75,000–$90,000 base in NYC and SF.

A good SDR OTE assumes 100% quota attainment. Entry-level SDRs should expect $65,000–$80,000 OTE. Mid-level SDRs target $82,000–$100,000 OTE. Senior SDRs in top markets should expect $100,000–$130,000+ OTE. Anything below market OTE will make it harder to attract quality candidates.

Most SDR roles use a 70/30 split (70% base, 30% variable). Seed-stage companies sometimes offer 65/35 or even 60/40 to compensate for uncertainty. Enterprise and public companies often use 75/25 or 80/20, prioritizing base stability. The split should reflect your SDR's role — the more outbound and quota-heavy, the higher the variable.

Most SDR ramp periods are 60–90 days (2–3 months). Ramp quotas are typically 25–50% of full quota in month 1, 50–75% in month 2, and 75–100% in month 3. Seed-stage startups often run 3–4 month ramps due to ICP refinement. Enterprise SDRs with complex products may ramp over 4–6 months.

Yes — significantly. Fintech and Cybersecurity pay 10–15% above SaaS averages due to deal complexity and compliance requirements. HealthTech pays 5–10% below SaaS. MarTech and HR Tech track closely to SaaS. Dev Tools companies often pay competitive base salaries but with more equity upside at early stages.

San Francisco SDRs earn approximately 25–30% more than Austin SDRs in base salary, reflecting the cost of living gap. However, the OTE gap narrows slightly because commission structures are similar across markets. Remote-friendly companies increasingly pay national averages regardless of location, compressing city premiums.

Use benchmarks from this tool, then validate against Glassdoor, Repvue, and Bravado data. If you're struggling to attract applicants or losing offers, your base is likely below market. If your SDRs are leaving for competitors, the issue is often OTE attainability — not just base. Shortlist can help you see what candidates are actually accepting.