Free OTE Calculator
Calculate your On-Target Earnings, see what you earn at every attainment level, and benchmark your compensation against market rates for SDR, BDR, AE, and CSM roles. Used by sales professionals and hiring managers at leading B2B SaaS companies.
Full OTE Breakdown
Base/variable split, commission per deal, and monthly targets
Visual Earnings Curve
See earnings at 50%, 75%, 100%, 125%, and 150% attainment
Market Benchmarking
Compare your OTE to typical ranges by role and location
How it works
Frequently Asked Questions
Everything you need to know about On-Target Earnings and sales compensation
What does OTE mean in sales?
OTE stands for On-Target Earnings. It is the total annual compensation a salesperson can expect when they achieve 100% of their sales quota. OTE is the sum of base salary (guaranteed pay) plus variable compensation (commission or bonus earned by hitting targets). For example, a rep with a $75,000 base and $75,000 variable has an OTE of $150,000. Understanding your OTE is critical when evaluating any GTM sales role.
What is a typical base/variable split for sales roles?
The base/variable split varies by role. Account Executives typically have a 50/50 split, meaning half their OTE is base salary and half is variable. SDRs and BDRs usually have a 60/40 or 70/30 split with more weight on base salary since they do not close deals directly. Customer Success Managers often have a 75/25 split. The more influence a role has on revenue, the higher the variable component.
What is a good OTE for an SDR in 2025?
A competitive OTE for an SDR in the US ranges from $65,000 to $95,000, depending on location, company stage, and industry. In high-cost markets like San Francisco or New York, SDR OTE can reach $80,000 to $115,000. In the UK, SDR OTE typically ranges from GBP 35,000 to GBP 55,000. Top-performing SDRs who consistently exceed quota can earn 120-150% of their OTE through accelerator commission structures.
What is a good OTE for an Account Executive?
Account Executive OTE in B2B SaaS typically ranges from $120,000 to $250,000 in the US. Mid-market AEs earn $130,000 to $180,000 OTE, while enterprise AEs can earn $200,000 to $350,000 or more. AE OTE is usually structured as a 50/50 base/variable split. The quota-to-OTE ratio is typically 4x to 6x, meaning an AE with $150,000 OTE would have a quota of $600,000 to $900,000.
How is commission per deal calculated?
Commission per deal is calculated by dividing your annual variable compensation by the expected number of deals per year. For example, if your variable comp is $75,000 and you are expected to close 24 deals per year, your commission per deal is approximately $3,125. This helps you understand the value of each deal in terms of your personal earnings and prioritise your pipeline accordingly.
What happens if I only hit 50% of my quota?
If you hit 50% of your quota, you typically earn 50% of your variable compensation on top of your full base salary. For example, with a $150,000 OTE (75k base, 75k variable), hitting 50% quota would earn you $75,000 base plus $37,500 variable for a total of $112,500. Some companies have minimum thresholds below which no variable is paid, and others have decelerators that reduce the rate below quota.
What is a quota-to-OTE ratio?
The quota-to-OTE ratio measures how much revenue a salesperson must generate relative to their total compensation. A 5x ratio means the quota is five times the OTE. Typical ratios are 4x to 6x for AEs, 8x to 12x for SDRs (based on pipeline value), and 3x to 5x for CSMs (based on renewal or expansion targets). A lower ratio means the compensation is more generous relative to the sales target. Use our sales commission calculator to model different structures.
Should I negotiate OTE or base salary?
It is generally better to negotiate base salary rather than OTE, because base salary is guaranteed regardless of performance. A higher base provides financial stability, especially during ramp-up periods. However, if you are confident in your ability to exceed quota, negotiating for a higher variable component or better accelerators above 100% attainment can result in significantly higher total earnings. Always evaluate the quota achievability before accepting an OTE figure. Our GTM recruitment team can advise on competitive compensation.
Related Resources
Deepen your sales compensation and GTM knowledge
GTM Recruitment
Hire top sales talent with competitive OTE packages designed by GTM compensation experts.
Learn More →Sales Commission Calculator
Model flat, tiered, and accelerator commission structures with detailed earnings breakdowns.
Use Calculator →What is a Sales Development Representative?
Understand the SDR role, typical compensation, career path, and what to expect in your first year.
Read Article →SDR vs BDR: Roles and Compensation
Understand the differences between SDR and BDR roles and how OTE structures vary.
Read Article →Sales Quota Calculator
Set realistic quotas based on pipeline, win rates, and historical performance data.
Use Calculator →Get Custom Comp Plan Advice
Book a consultation for personalised OTE benchmarking and compensation plan design.
Book Call →Need Help Designing Competitive OTE Packages?
Our GTM experts have designed compensation plans for hundreds of B2B SaaS companies. Get a free 30-minute consultation to benchmark your OTE structure and build packages that attract top sales talent.
More Free GTM Tools
Optimise every aspect of your B2B sales and Go-To-Market strategy