Account Executive compensation in Australia has increased 8 to 12% since 2024, driven by a tight talent market and increased demand for experienced closers in the B2B technology sector. SMB Account Executives now earn $100,000 to $140,000 OTE. Mid-Market AEs command $140,000 to $200,000. Enterprise AEs earn $180,000 to $280,000 or more depending on industry, deal complexity, and company stage.
This guide provides current salary benchmarks by role tier, city comparison data, commission structure breakdowns, and guidance for both employers setting compensation and AEs negotiating offers.
OTE by Role Tier
SMB Account Executive
SMB AEs typically manage high volumes of smaller deals with shorter sales cycles (14 to 45 days). They often handle both prospecting and closing, with limited support from SDRs or SEs.
| Component | Range (AUD) |
|---|---|
| Base salary | $65,000 to $85,000 |
| Target variable | $35,000 to $55,000 |
| OTE | $100,000 to $140,000 |
| Typical quota | $400,000 to $800,000 ARR |
| Commission split | 55/45 to 60/40 (base/variable) |
Average deal size: $5,000 to $25,000 ACV
Deals to hit quota: 20 to 60+ per year
Experience required: 1 to 3 years of closing experience
Mid-Market Account Executive
Mid-Market AEs work more complex deals with multiple stakeholders, longer cycles (30 to 90 days), and typically have SDR and SE support.
| Component | Range (AUD) |
|---|---|
| Base salary | $90,000 to $130,000 |
| Target variable | $50,000 to $70,000 |
| OTE | $140,000 to $200,000 |
| Typical quota | $800,000 to $1,500,000 ARR |
| Commission split | 50/50 to 60/40 |
Average deal size: $25,000 to $100,000 ACV
Deals to hit quota: 10 to 30 per year
Experience required: 3 to 5 years of closing experience
Enterprise Account Executive
Enterprise AEs manage the most complex, high-value deals with long sales cycles (90 to 365+ days), multiple stakeholders, and extensive pre-sale processes involving SEs, legal, procurement, and executive sponsors.
| Component | Range (AUD) |
|---|---|
| Base salary | $130,000 to $170,000 |
| Target variable | $50,000 to $110,000 |
| OTE | $180,000 to $280,000+ |
| Typical quota | $1,500,000 to $3,000,000+ ARR |
| Commission split | 50/50 |
Average deal size: $100,000 to $500,000+ ACV
Deals to hit quota: 3 to 10 per year
Experience required: 5+ years of closing experience, enterprise selling methodology
Top-tier enterprise AEs at well-funded companies or in high-value verticals (financial services, cybersecurity, infrastructure) can earn $300,000 to $400,000+ OTE with equity, particularly in roles selling to ASX 200 or multinational accounts.
City-by-City Comparison
Geography significantly impacts AE compensation in Australia, reflecting differences in cost of living, talent pool density, and employer concentration.
Mid-Market AE OTE by City
| City | OTE Range (AUD) | Index (Sydney = 100) |
|---|---|---|
| Sydney | $150,000 to $200,000 | 100 |
| Melbourne | $140,000 to $190,000 | 93 to 95 |
| Brisbane | $125,000 to $175,000 | 83 to 88 |
| Perth | $130,000 to $175,000 | 87 to 88 |
| Adelaide | $120,000 to $165,000 | 80 to 83 |
| Canberra | $135,000 to $180,000 | 90 |
Sydney premium explained: Sydney houses the ANZ headquarters of most global technology companies, creating intense competition for experienced AEs. The cost of living premium pushes base salaries higher, and the concentration of enterprise buyers means larger deal sizes and higher quotas.
Melbourne convergence: The gap between Sydney and Melbourne has narrowed from 10 to 15% in 2023 to 5 to 8% in 2026, as more technology companies establish Melbourne as their primary ANZ hub.
Remote work impact: Companies offering fully remote roles increasingly pay based on a national band rather than city-specific rates. This typically lands between Melbourne and Sydney rates, benefiting candidates in Brisbane, Perth, and Adelaide while slightly compressing Sydney premiums.
Commission Structures for Account Executives
Structure 1: Flat Rate Commission
A fixed percentage of all revenue closed.
Example: 8% on all closed revenue with a $1M quota = $80,000 target variable.
Pros: Simple, easy to calculate.
Cons: Does not incentivise overperformance or penalise underperformance proportionally.
Structure 2: Tiered/Accelerated Commission
Commission rate increases at higher attainment levels, rewarding overperformance disproportionately.
Example for a Mid-Market AE ($1M quota, $70K target variable):
| Attainment | Commission Rate | Revenue | Commission |
|---|---|---|---|
| 0 to 75% | 4.5% | $750,000 | $33,750 |
| 75 to 100% | 10% | $250,000 | $25,000 |
| 100 to 125% | 14% | $250,000 | $35,000 |
| 125%+ | 18% | Uncapped | Uncapped |
This is the most common and recommended structure for AE roles. A rep at 130% attainment earns $35,000 more than their target variable, which creates meaningful financial motivation to push beyond quota.
Structure 3: Draw Against Commission
The company pays a guaranteed amount (the "draw") each month. Commissions earned are deducted from the draw. If commissions exceed the draw, the rep earns the excess. If commissions fall short, the rep may owe the deficit back (recoverable draw) or not (non-recoverable draw).
Best for: AEs with long sales cycles (6+ months) where commission timing is unpredictable.
ANZ note: Recoverable draws are legally complex in Australia. Most companies use non-recoverable draws during ramp periods and transition to standard commission at full ramp.
Structure 4: Multi-Component Plan
Commission split across revenue, new logo acquisition, multi-year deals, or product-specific targets.
Example:
| Component | Weight | Metric |
|---|---|---|
| Revenue closed | 70% | Closed-won ARR |
| New logos | 15% | Number of new customers |
| Multi-year deals | 15% | % of deals on 2+ year terms |
Best for: AEs whose company values new customer acquisition or longer commitments, not just revenue volume.
For guidance on designing commission plans for any role level, see the sales compensation guide for APAC. Use the [OTE calculator](/tools/ote-calculator) to model different structures.
What Affects AE Compensation Beyond Role Tier
Industry Vertical
Some industries consistently pay above market for AEs due to deal complexity, regulatory requirements, or buyer budget:
| Industry | Premium Over Market Average |
|---|---|
| Cybersecurity | +15 to 25% |
| Financial services technology | +10 to 20% |
| Enterprise infrastructure | +10 to 15% |
| HR technology | Market rate |
| Marketing technology | Market rate to -5% |
| SMB SaaS (horizontal) | -5 to -15% |
Company Stage
| Stage | Impact on Compensation |
|---|---|
| Pre-Series A | Lower base, higher variable, equity meaningful |
| Series A to B | Market base, aggressive variable, some equity |
| Series C+ / Growth | Full market rate, structured variable, less equity |
| Public company / Enterprise | Above-market base, structured bonuses, RSUs |
Individual Factors
Negotiation Guidance for Account Executives
Know Your Market Value
Before entering negotiations, research current benchmarks (this guide is a start), talk to recruiters who specialise in sales roles, and check with peers at similar companies. The market data salary tool provides real-time ANZ benchmarks.
Negotiate the Right Things
| Element | Negotiation Leverage |
|---|---|
| Base salary | Moderate (companies have bands) |
| Commission rate/OTE | Moderate (easier to negotiate accelerators than base rate) |
| Quota | High (this is where most value is created; a lower quota with the same OTE is effectively a raise) |
| Ramp terms | High (most companies will extend ramp guarantees for strong candidates) |
| Commission accelerators | High (the multiplier above 100% is often negotiable) |
| Equity (startups) | High (especially if you bring a track record) |
| Commission cap | Absolute (never accept a capped plan if you have alternatives) |
What to Ask in the Interview
Superannuation on AE Commission
In Australia, the Superannuation Guarantee (11.5% in 2026) applies to Ordinary Time Earnings, which includes regular commission payments. This means:
For employers: Budget for super on total OTE, not just base. This is a common budgeting error that creates unexpected cost overruns.
For AEs: Your super contribution is calculated on your actual earnings (base + commission), not just base salary. If you are earning above OTE through overperformance, your super contribution increases proportionally. Use the quota calculator alongside OTE data to model realistic earnings scenarios.
AE Salary Trends to Watch in 2026
Trend 1: Base Salary Compression at Enterprise Level
Enterprise AE base salaries are converging in a tighter band ($130,000 to $170,000) while variable compensation is becoming more differentiated through accelerators and multi-year deal incentives.
Trend 2: AI-Adjacent Premium
AEs selling AI/ML products or working for companies with strong AI positioning are commanding 10 to 20% premiums, reflecting both market demand and the higher technical bar required.
Trend 3: Equity Expectations Rising
As the ANZ tech ecosystem matures, AEs at Series A through C companies increasingly expect equity as part of their package. Common ranges: 0.01 to 0.05% for mid-market AEs, 0.05 to 0.15% for enterprise AEs.
Trend 4: Longer Ramp Protections
Companies competing for top AEs are offering 4 to 6 month ramp guarantees (up from 2 to 3 months historically). This reflects recognition that enterprise sales cycles require investment before production.
For comprehensive hiring guidance on the AE role, see hiring Account Executives in Australia.