How accurate are these salary benchmarks?

These benchmarks are based on 2026 market data from GTM hiring across Australia, New Zealand, and Singapore. They reflect real compensation data from hundreds of sales and revenue placements Pointer has made in the region. Individual offers may vary based on equity, benefits, industry vertical, and company-specific factors. We update this data quarterly.

What is the difference between base salary and OTE?

Base salary is the guaranteed fixed component of compensation paid regardless of performance. OTE (On-Target Earnings) is the total annual compensation a rep can expect if they hit 100% of their quota, combining base salary and variable commission. For example, an AE with $120K base and a 50/50 split would have $240K OTE, meaning they earn $120K in commission at full attainment.

Why do salaries vary between Sydney and Melbourne?

Sydney typically commands a 3-5% premium over Melbourne for GTM roles due to a higher concentration of enterprise tech headquarters, greater competition for talent, and a higher cost of living. Melbourne has been closing this gap, particularly for mid-market SaaS companies, but Sydney remains the highest-paying Australian city for sales roles. Brisbane, Perth, and Adelaide trend 8-15% below Sydney.

How does company stage affect sales compensation?

Startups (under 50 employees) typically pay 10-12% less in base salary but may offset this with equity. Scale-ups (50-200) are the baseline benchmark. Mid-market companies (200-1000) pay 5-6% more due to established comp structures and larger budgets. Enterprise organisations (1000+) pay 10-12% above scale-up rates, with more structured bonus plans and higher quota expectations.

What quota-to-OTE ratio should I expect for my role?

The typical ratio varies by role and company stage. BDRs usually see 2-4x, AEs see 4-6x, and Sales Managers see 3.5-5.5x. Enterprise companies tend to run higher ratios because they have more sales infrastructure (SDR teams, marketing, enablement) supporting each rep. A 5x ratio for an AE at a growth-stage company is the most commonly cited SaaS benchmark, meaning $200K OTE would carry a $1M annual quota.

Free Tool

Salary Benchmark Tool

What should you pay a Account Executive in Sydney? Get 2026 base salary, OTE, and commission benchmarks for GTM roles across APAC.

Configure

Role Type

City / Region

Company Stage

Years of Experience

Compare your offer (optional)

Base Salary

OTE

Account Executive in Sydney

2026 compensation benchmarks (AUD)

+4.2% YoY

Median Base

$120,000

$100,000 - $140,000

Median OTE

$190,000

$160,000 - $220,000

Commission Split

50/50

Base / Variable

Quota:OTE Ratio

$950,000 implied quota

Percentile Breakdown

	25th	50th (Median)	75th
Base Salary	$100,000	$120,000	$140,000
OTE	$160,000	$190,000	$220,000

Base 50%Variable 50%

Market Position

Enter a salary and/or OTE above to see where it sits in the market.

Base Salary

$100,000$120,000$140,000

On-Target Earnings

$160,000$190,000$220,000

Market is up +4.2% vs. 12 months ago

Account Executive compensation is growing faster than the broader market. Demand for this role is outpacing supply, particularly in Sydney. If you are hiring, budget for above-median offers to stay competitive.

How the Salary Benchmark Tool Works

This tool uses compensation data from Pointer's GTM recruitment practice across Australia, New Zealand, and Singapore. We track base salary, OTE, commission structures, and quota ratios for every role we place.

The benchmarks are calculated using a role-specific baseline, adjusted for city (cost-of-living and market premiums), company stage (startup through enterprise), and years of experience. All figures are in AUD and reflect 2026 market rates.

Use the “Compare your offer” fields to input a specific salary or OTE and see where it sits against the 25th, 50th, and 75th percentiles. This helps you understand whether a comp package is competitive before you make or accept an offer.

Related Tools & Resources

OTE Ratio Calculator

Check if your quota-to-OTE ratio is healthy

APAC Sales Compensation Guide

Full comp structure guide for the region

Compensation Data

Australian Sales Salaries in 2026

The Australian GTM talent market has shifted significantly since 2024. Demand for experienced Account Executives and Revenue Operations professionals continues to outpace supply, while BDR/SDR salaries have stabilised after two years of rapid growth. Companies competing for senior sales leadership (VP Sales and CRO) are offering base packages 10-15% above 2024 levels in Sydney and Melbourne.

The biggest shift is in commission structures. More companies are moving toward uncapped accelerators and away from capped plans, reflecting a market-wide recognition that top performers drive disproportionate revenue. The standard 50/50 base/variable split remains dominant for AEs, but we are seeing more startups experiment with 60/40 splits to reduce risk for candidates joining early-stage companies.

City Comparison

How GTM Salaries Compare Across APAC Cities

Sydney remains the highest-paying market for GTM roles in APAC, with Melbourne trailing by 3-5%. Brisbane and Perth have emerged as strong secondary markets, particularly for companies opening regional offices. Adelaide offers the most competitive cost-of-living to compensation ratio.

City	AE Median OTE	vs. Sydney	Market Trend
Sydney	$190,000	Baseline	Steady growth
Melbourne	$180,500	-5%	Closing the gap
Brisbane	$171,000	-10%	Rising fast
Perth	$175,000	-8%	Mining-adjacent demand
Adelaide	$165,000	-13%	Best cost-to-comp ratio
Auckland	$161,500	-15%	NZD competition
Singapore	$205,000	+8%	Regional HQ premium

Singapore commands the highest salaries in APAC due to its position as a regional headquarters hub and the cost of expatriate packages. For Australian companies expanding internationally, Singapore is often the first hire outside ANZ, and compensation expectations reflect global, not local, benchmarks.

Hiring Strategy

How to Use Salary Data When Making Offers

Benchmark data tells you what the market pays. It does not tell you what you should pay. The right compensation depends on your specific context: how urgently you need the hire, how competitive your equity package is, whether the candidate brings strategic relationships, and how your broader team is compensated.

Rules of thumb for setting compensation

Offer at or above the 50th percentile to attract passive candidates
75th percentile offers are necessary for senior hires in competitive markets
Below 25th percentile signals a below-market offer, limiting your talent pool
Commission structure matters as much as the number on paper
Factor in equity, benefits, and career trajectory alongside raw compensation

The most common mistake we see is companies benchmarking against the wrong peer set. A Series A startup should not compare compensation to a publicly listed enterprise. Use the company stage filter in the tool above to get benchmarks relevant to your actual competitive set.

Frequently Asked Questions

Need help benchmarking compensation?

Our team places hundreds of GTM professionals across APAC each year. We know what top candidates expect and what competitive offers look like. Talk to us before your next hire.

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