2:1. There are generally 2 outbound SDRs for every 1 inbound SDR.
The ratio. The average is 2.6 AE’s for every 1 SDR. Higher growth, smaller companies may experience a tighter ratio.
Experience at hire. SDR’s hired today have only 1.4 years of experience. In 2010 it was 2.5 years.
Promotions. 69% of companies have a path for an SDR to become an AE. 57% use step promotions. “For those respondents with an SDR-to-AE promotion path, reps spend an average of 16 months in the SDR role prior to promotion.”
SDR salaries. SDR’s total comp is $75k of which $48k is base salary. “On average, “high-growth” companies pay slightly higher OTEs ($80K).” Additionally, “There is a strong impulse to equate quality with closed business. This often translates to paying the bulk of incentive compensation for SDR-sourced wins. From a management perspective, this is couched in terms of “driving alignment with the business.” From a rep perspective, this often feels like “screwing me for things
Quotas. “quota for an Outbound SDR with an ASP of $200K+ went as low as 2 opportunities per month. While quota for an Inbound SaaS SDR with an ASP of less than $5K went as high as 60.” For setting introductory meetings, the average is 21. For fully qualified opportunities, the average is 15. On average, 68% of SDRs achieve or beat quota. The median pipeline generated is $2.7mm.
Rep to leader ratio. The number of SDRs reporting to a manager is 7.4 on average. The leader comp is $127k on average.
sammy@blossomstreetventures.com
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