Where the data comes from
Primary source: verified placement data
Our salary bands are anchored on the hyrise 2026 Tech Sales Salaries in Germany report — a meta-analysis of compensation across the DACH tech sales market.
Every data point is a signed employment offer from a real hyrise placement. These are not self-reported survey responses, job-ad ranges, or recruiter estimates. When a candidate accepts an offer through hyrise, we record the exact OTE, base/variable split, role title, seniority level, city, company stage, and tech stack. This gives us ground-truth compensation data that no public salary platform can replicate.
Internal placement data
We cross-reference with 1,042 real placement outcomes (2022–2026) across 218 of DACH’s top tech companies.
The dataset spans the full sales org hierarchy — from first-time SDRs at pre-seed startups to VP Sales hires at Series D+ scale-ups. Because hyrise operates as both a recruitment firm and a sales academy, we see compensation from two angles: what companies budget and what candidates ultimately accept.
How salary bands are computed
Every band on this site follows the same statistical method. Here’s how we turn raw placement data into the range you see.
Segmentation
Offers are grouped by role (9 categories: SDR, BDR, AE, AM, CSM, Sales Engineer, Sales Manager, Head of Sales, VP Sales) and seniority level (Junior, Mid, Senior, Lead, Director). Within each segment, we further adjust for city (Munich/Zurich premium vs. Berlin baseline vs. remote discount) and company stage (pre-seed through Series D+). This prevents a Senior AE offer in Munich from distorting the band for a Junior SDR in Berlin.
Percentile bands (P10–P90)
For each segment, we compute the 10th and 90th percentile of accepted OTE figures. This gives a realistic range: the bottom of the band represents entry-level compensation within the segment, while the top reflects top-performer packages. Removing the extremes filters out anomalies like heavily equity-weighted offers or below-market retention deals.
Base vs. variable split
We report OTE as the primary figure because that’s what candidates negotiate and what companies budget. The base/variable split is computed from the median ratio within each segment. Typical splits range from 70/30 (SDR, BDR) to 50/50 (senior AE, VP Sales).
Cross-validation against external sources
No single data source is perfect. We triangulate every role’s band against DACH-specific benchmarks from Glassdoor, RepVue, and PayScale DE. When our band deviates significantly from external sources, we investigate: sometimes it’s because public platforms lag behind market moves (particularly in hot segments like Senior AE), and sometimes it flags a data quality issue on our side that we correct.
Coverage & scope
10 role categories across 5 seniority levels, covering the full SaaS sales org from individual contributor to executive. All figures are annual OTE (base + variable) in EUR for the DACH market (Germany, Austria, Switzerland). The tool is purpose-built for tech sales — the most active segment of the DACH hiring market and the one where hyrise has the deepest placement history.
Refresh cadence
The dataset grows weekly as new placements close. Bands are recomputed monthly so seasonal hiring patterns and market shifts feed in promptly. Major structural updates (new role categories, revised segmentation logic) happen quarterly.
Known limitations
The dataset focuses on the DACH SaaS sales market. Adjacent verticals (FinTech operations, healthcare sales, e-commerce) are under-represented. Very early pre-seed startups (<5 employees) and non-tech industries have thinner coverage. We continuously work to deepen these clusters through new placement partnerships. The AI-powered analysis layer adds flexibility but may introduce estimation variance for edge-case profiles — which is why we show confidence levels alongside every result.
Estimates are AI-powered and based on market data. They are not a substitute for individual negotiation or professional compensation advice.
