In 2026, compensation rates for Sales Operations (SalesOps) Managers and Revenue Operations (RevOps) Managers have reached an inflection point.
While traditional ranges are holding close to where they have been for the last two years, a separate tier of AI-fluent operations talent is commanding meaningfully higher earnings. The function that has owned the customer relationship management (CRM) layer and pipeline reporting for the better part of a decade is now the layer where most go-to-market (GTM) artificial intelligence integration happens. As a result, the candidate profile that companies are screening against has shifted.
Betts has released the latest update in our annual Compensation Guide, which features salary benchmarks and strategic analysis across tech sales, marketing, and customer success roles. This blog covers the most relevant trends for hiring managers planning to source either SalesOps or RevOps Managers in the year ahead:
How the Sales & Revenue Operations Landscape Has Evolved
Operations compensation has been on a different trajectory than most other go-to-market roles for several years now. In 2023, Revenue Operations was widely cited as the fastest-growing job category in the GTM sphere, with base rates climbing sharply against a backdrop of hiring slowdowns elsewhere. By contrast, compensation in Sales Operations was largely stable during the same period.
In 2024, both of these trends continued. RevOps Manager compensation increased, while SalesOps Manager compensation remained steady. However, specialization premiums for experienced talent widened across both titles as demand for professionals capable of managing complex tech stacks and GTM data infrastructure outpaced the available talent pool.
In 2025, compensation for both roles increased slightly, though it marked the first year that RevOps Manager salary growth visibly slowed.
2026 Sales & Revenue Operations Compensation Data
GTM Operations title compensation rates in 2026 remained virtually unchanged from 2025 rates at the band level. However, a new premium has emerged for future-ready talent. At many tech companies, candidates who are fluent in AI workflows and the agentic systems now layered into the GTM tech stack are commanding higher compensation.
Sales & Revenue Operations Compensation by Location – 2026
| Role | NY / SF | Pacific | Mountain | Central | Eastern | Remote |
| Sales Ops Manager (0-2 yrs) | $90-$150K │ 10% | $90-$135K │ 10% | $90-$135K │ 10% | $80-$150K │ 10% | $90-$130K │ 10% | $90-$130K │ 10% |
| Sales Ops Manager (3-5 yrs) | $120-$200K │ 10% | $125-$180K │ 10% | $125-$180K │ 10% | $120-$180K │ 10% | $120-$180K │ 10% | $120-$180K │ 10% |
| Rev Ops Manager (0-2 yrs) | $100-$170K │ 10% | $105-$160K │ 10% | $105-$160K │ 10% | $100-$150K │ 10% | $105-$160K │ 10% | $100-$150K │ 10% |
| Rev Ops Manager (3-5 yrs) | $150-$250K │ 10% | $150-$250K │ 10% | $150-$230K │ 10% | $150-$220K │ 10% | $150-$250K │ 10% | $150-$220K │ 20% |
| Sales Engineer | $150-$225K │ 20% | $150-$225K │ 20% | $140-$215K │ 20% | $130-$200K │ 20% | $135-$200K │ 20% | $130-$210K │ 20% |
*All figures in USD. Format: Base │ OTE as percentage of base.
Regional Target Compensation for Sales & Revenue Operations Roles
| Role | NY / SF | Pacific | Mountain | Central | Eastern | Remote |
| Sales Ops Manager (0-2 yrs) | $130K | $120K | $120K | $120K | $125K | $125K |
| Sales Ops Manager (3-5 yrs) | $175K | $165K | $165K | $165K | $165K | $165K |
| Rev Ops Manager (0-2 yrs) | $140K | $145K | $145K | $135K | $135K | $135K |
| Rev Ops Manager (3-5 yrs) | $175K | $185K | $185K | $165K | $165K | $165K |
| Sales Engineer | $175K | $165K | $160K | $165K | $160K | $165K |
*Target compensation reflects the market rate for accessing a broad qualified candidate pool with an efficient time-to-hire.
Top Trends Shaping Sales & RevOps Compensation in 2026
The trends below carry the most direct implications for how hiring managers should approach Sales and Revenue Operations Manager offer structures, sourcing criteria, and team design in the year ahead:
New AI-Native Titles are Emerging Within the Operations Function
We uncovered two new roles emerging for GTM operations teams: RevOps AI Integrator and GTM Automation Lead. These titles represent a structural addition to the function rather than a replacement of existing roles, with candidates expected to combine traditional GTM operations knowledge with hands-on experience configuring, monitoring, and refining the AI workflows that now sit on top of the CRM.
For hiring managers running searches against these emerging titles, the compensation profile looks different than that of a standard RevOps Manager. This is because the candidate pool is smaller, the rates are still settling, and the screening criteria require validating actual AI implementation work rather than tool familiarity.
Compensation for these emerging categories is not yet settled into stable bands, though rates are rising quickly due to talent scarcity. Additionally, hiring managers running standard RevOps Manager searches are facing a slimmer talent pool as AI-fluent candidates are being recruited into emerging titles.
The SalesOps Role is Being Redefined at Companies with AI-Integrated Stacks
The responsibilities of SalesOps Managers are shifting. At organizations that heavily rely on AI-driven operations, this role’s day-to-day work now includes configuring agents, debugging automated workflows, and ensuring AI tooling integrates with the rest of the stack.
In this environment, published compensation benchmarks are only a starting point. For hiring managers recruiting SalesOps Managers in 2026, the key question is whether they are searching for a traditional operations role or a GTM Engineering-adjacent one. Offers should be calibrated accordingly.
Pacific and Mountain Time Zones Are Leading RevOps Target Compensation
One pattern in this year’s data that warrants particular attention is the geographic distribution of Revenue Operations Manager targets across US markets. Pacific and Mountain target compensation for RevOps Managers with 3-5 years of experience is $10K above the New York and San Francisco target, reflecting a reversal of the traditional coastal hub premium. Pacific and Mountain also lead at the 0-2 years experience tier.
A likely driver is the high demand for operations talent in both New York and San Francisco, where senior ops candidates are being actively recruited into the AI-native title categories. Hiring managers running RevOps searches in Pacific and Mountain markets should note that these candidates are no longer the budget-friendly alternatives to those located in the coastal hubs.
Access Real-Time Rev Ops Compensation Data with Comp Engine
Operations hiring conditions are shifting quickly enough that real-time validation matters for each individual search. Our proprietary Comp Engine pulls from active Betts placements across Sales Operations, Revenue Operations, and broader GTM roles, giving you a current rate read rather than a benchmark that may already be trailing the market.
Sign up for Comp Engine here to stay current on Sales and Revenue Operations compensation rates through 2026.