Salary Intelligence
Go-to-Market Compensation Benchmarks
Pay follows the role, not the function. Start with yours.
Roles where employers state on-target earnings in the ad often enough to publish an observed figure. Trend lines are a three-week average of active roles; the figure beside each is the exact latest count.
What employers advertise as on-target earnings
The bar is the middle half of ads, from the 25th to the 75th percentile. The gold mark is the median. Observed figures only, direct employers, AUD.
Only these roles have enough ads stating an OTE figure to publish an observed median. Ads that state OTE skew toward B2B tech, so read this as what the disclosing end of the market advertises, not a market-wide average.
How much of the package is guaranteed
Base as a share of on-target earnings. The bar is the middle half of ads that stated both figures, so it is the range employers actually advertise, not a single split.
10% of 26,246 ads state uncapped commission
the 50/50 line · base share of OTE
A true 50/50 sits at the aggressive end of the Account Executive range, and in tech it is where the top quarter of ads land. These are splits as ADVERTISED, which is not the same as what gets offered.
Where the advertised band moves by city
Difference from the national figure for the same role, measured on the floor of the advertised band. Cities with fewer than 30 disclosed salaries for a role are left out rather than filled in.
| Role | Sydney | Melbourne | Brisbane | Perth |
|---|---|---|---|---|
| Account Executive | +$5kn=1,728 | −$5kn=1,292 | +$5kn=756 | leveln=452 |
| Account Manager | +$10kn=499 | leveln=372 | leveln=217 | leveln=90 |
| Marketing Manager | leveln=467 | leveln=362 | −$5kn=146 | −$5kn=81 |
| Content & Comms | +$2kn=444 | −$2kn=294 | +$3kn=113 | −$1kn=91 |
| BDR / SDR | leveln=480 | leveln=242 | +$1kn=143 | leveln=60 |
| Sales Manager | leveln=244 | −$5kn=233 | +$10kn=119 | leveln=85 |
The band floor is not a salary. It is the bottom of the range employers advertise, useful for comparing one city against another for the same role and not as a figure to quote on its own. A dash means that city did not clear the 30-salary floor for that role. Each function page carries the full city breakdown.
How many employers publish pay
Share of ANZ GTM ads stating a salary, weekly since 30 Mar.
14.3%
week to 10 Aug
See the weekly Pointer Index →
How we build these benchmarks▾
Pointer benchmarks are independently calculated and presented as an aggregate of aggregates. Directional ranges are informed by 15+ publicly published ANZ salary guides covering FY25/26, which collectively surveyed hundreds of thousands of GTM professionals. Base figures are then adjusted by salary disclosures from 97k+ job listings collected from LinkedIn, Seek, and company career pages, plus anonymous submissions from the Pointer community. The listing contribution is capped so it can never exceed half of a published figure, and each card shows the real listing count behind its base row. Listing data is refreshed daily; collection began in late March 2026.
OTE figures are guide estimates and take no listing input. The listing tables record advertised pay bands, not on-target earnings, so using them for OTE would understate it badly. For base/variable splits, quotas and uncapped-commission rates quoted directly from ANZ ad text, see quota & comp structure.
Published guides used as directional benchmarks only; Pointer figures are independently calculated and not endorsed by any listed source. Guides referenced include those from Hays, Robert Walters, LHH, Paxus, Aquent, Gybe Consulting, JDP, and Adecco. Read the full methodology at /methodology.
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How we know
Base pay figures are a blend of published guide ranges, disclosed listing salaries at a capped weight, and community submissions, and each figure states which of those actually reached it. OTE figures are curated guide estimates and take no listing input, because an advertised pay band is not on-target earnings.
15+ published salary guides
FY25/26 ANZ compensation guides from major agencies. Each surveys hundreds to thousands of go-to-market professionals. Baseline anchor.
Live job listings
Scraped daily from LinkedIn, Seek, and company career pages, collection started 30 March 2026. Adjusts the base benchmark only, at a capped weight; the advertised band is not on-target earnings.
Community submissions
Anonymous salary submissions from sales, marketing, CS, RevOps, and partnerships professionals across Australia and New Zealand.
Pointer placement records
Closed searches executed by Pointer Strategy: what candidates actually accepted and what employers actually paid. Used editorially, to sanity-check and set the curated ranges; they are not a weighted input to the published blend.
Guardrails
- Live aggregates render only at N ≥ 10 per cohort (function × seniority × city × employment type). Below threshold, we say so explicitly and invite contributions. Guide-anchored figures carry no N at all and are labelled as estimates rather than given a fabricated count.
- Individual numbers are never exposed: not in public views, not in the personalised review, not in API responses.
- Employer-level aggregates require ≥ 10 placements per employer per role before an employer can be publicly named alongside a pay band.
- Refresh cadence: job listings refresh daily and the base aggregates recompute overnight; the curated guide ranges, including every OTE figure, change only when the guide is reviewed and re-versioned. The monthly Compensation Index publishes on the 5th of each month.