Sales and Revenue Operations (Rev Ops) Manager roles saw compensation rates shift slightly in 2025, though the broader picture is still more complex, just with many other go-to-market (GTM) jobs in tech. The industry has continued to see major changes in salary and OTE (on-target earnings) averages as the market responds to external pressures and internal opportunities, from economic concerns to the explosion of generative AI.
Expanding on the research featured in our latest Betts Compensation Guide, this blog will explore how sales operations function are being impacted by these shifts, and how they are affecting average salaries for Sales and Revenue Ops Managers:
Sales & Revenue Operations Manager Compensation Data for 2025
Compensation rates for both Sales Ops or Rev Ops roles saw a slight bump overall from previous years; however, this was not even between different regions and experience levels. Interestingly, compared to other go-to-market titles, entry-level candidates are seeing higher upper-range earnings in the coastal tech hubs. This highlights the balance between demand for analytical and technical GTM professionals, and the need for many startups to fill in talent gaps quickly when the candidate pool for more experienced hires is small and could drive rates past their talent acquisition budget.
Sales Operations Managers with 0-2 years of experience typically earn between $90,000 – $150,000 in base salary, with OTE adding approximately 10% to total compensation. Those with 3-5 years of experience command $120,000 – $200,000 base salaries, maintaining the same OTE structure across all time zones.
Revenue Operations Managers continue to demonstrate premium positioning. Entry-level RevOps professionals (0-2 years) earn $100,000 – $170,000 base salary, while experienced managers (3-5 years) see ranges of $150,000 – $250,000. OTE structures remain consistent at 10% of base salary across experience levels.
| Position | NY/SF Base | OTE | Pacific Base | OTE | Mountain Base | OTE | Central Base | OTE | Eastern Base | OTE | Remote Base | OTE |
| Sales Ops Manager (0-2 years) | 90-150 | 10% | 90-135 | 10% | 90-135 | 10% | 90-130 | 10% | 90-130 | 10% | 90k-130 | 10% |
| Sales Ops Manager (3-5 years) | 120-200 | 10% | 125-180 | 10% | 125-180 | 10% | 120-180 | 10% | 120-180 | 10% | 120-180 | 10% |
| Rev Ops Manager (0-2 years) | 100-170 | 10% | 105-160 | 10% | 105-160 | 10% | 100-150 | 10% | 105-160 | 10% | 100-150 | 10% |
| Rev Ops Manager (3-5 years) | 150-250 | 10% | 150-250 | 10% | 150-230 | 10% | 150-220 | 10% | 150-250 | 10% | 150-220 | 10% |
Trends Affecting Sales & Revenue Operation Compensation in 2025
Besides the slight bumps, salary rates for Sales and Revenue Operations Managers remained mostly stable compared with the averages in 2023 and 2024. However, 2025 is seeing a variety of trends that can significant impact the best rate when seeking your unicorn candidate:
Revenue Operations Comp Slows After Years of Growth
Rev Ops roles were among the hottest in the SaaS industry for years, with frequently growing compensation rates that reflected their high demand. Even as other, more generalist positions in the go-to-market sphere saw stagnant earnings in tech, experienced specialists continued to see their pay band increase in recent years.
2025 saw the first time this trend slowed down, however, with Revenue Operations Managers seeing their comp stagnation and even a major dip in OTE potential. This is not to say these professionals are no longer indispensable to many technology companies, but the demand has diminished and with it the explosive growth of their salary rates.
Ironically, this trend is at least partially a result of many organizations gaining a better understanding of where and how Rev Ops provides value. With a better sense on how to track and capitalize on analytics – along with other trends that we will comment on further down in this blog – there is more room to streamline the roles of Sales and Revenue Operations.
Quiet Consideration vs Pay Compression
One of the most significant trends affecting GTM talent in 2025 is the emergence of “Quiet Consideration,” where employees remain in their positions while actively monitoring the market for new potential job opportunities. When combined with the additional trend of “pay compression,” where a current employee will also see their salary stagnant compared to growing rates for new hires, this is creating challenges for retention in many SaaS companies.
Sales Ops Managers and Rev Ops Managers are typically more experienced GTM professionals with technical knowledge.Even as average rates stagnant for these roles, seasoned specialists are in high demand from startups seeking to avoid the costs associated with hiring and training new talent.
The challenge for hiring managers is that the most qualified sales operations candidates may not be actively job searching, yet they remain open to compelling opportunities that offer significant career advancement. This creates a competitive dynamic where companies must present value beyond just salary increases to attract top talent.
Compensation Premium for Technical Expertise Continues
While overall GTM operations salary growth has moderated, specialized technical expertise continues to command significant premiums. This can be seen in the compensation variations for tenure – Revenue Operations professionals with 3+ years of experience earn 50-60% more than their less experienced counterparts, while Sales Operations professionals with similar experience see 30-40% premiums.
This experience gap reflects the complexity of modern sales operations and the value organizations place on professionals who understand both the technical and strategic aspects of these roles. The premium for experience also indicates that organizations are prioritizing candidates who can contribute immediately rather than those requiring extensive training and development.
AI Reshaping GTM Responsibilities
AI is quickly changing the way companies operate, and this transformation is impacting how GTM professionals approach their work. Sales and Revenue Operations Managers who can effectively leverage artificial intelligence tools while maintaining strategic oversight and human judgment represent valuable assets to companies navigating this technological transition.
While generative AI has great potential, like speeding up analytics processes and helping to improve decision-making, it also comes with risks, such as unconscious bias and overreliance on automation. The key is to be able to balance its usage with human insight, which typically requires experience in the field, background knowledge on the topic and an ethical approach to re-using its output, characteristics which will help you narrow down your unicorn candidates.
Tech Stack Consolidation
With most companies looking to both trim budgets and unify data, many in tech are trying to consolidate their solution stacks and create a more streamlined ecosystem. For Sales and Revenue Operations Managers, this could mean learning to do more with less as well as being able to pivot to new tool sets that handle more processes on their own.
The irony for many SaaS organizations is that the wide market for different systems has left some companies with multiple applications for individual functions, and not all are able to “talk” each other so Sales and Rev Ops have been left doing much of the manual work of uniting the distributed data. Companies are increasingly addressing this inefficiency, which will inevitably change the role of GTM operations to account for the expanded knowledge needed to manage more consolidated tech stacks. This is also where AI experience will be a deciding factor for your unicorn candidates, as understanding how to leverage the technology to unite silos more effectively will be incredibly valuable and warrants a potential comp premium to attract the right talent here.
Navigate Sales Ops Hiring with Real-Time Data
As the market continues to reward specialization and technical expertise while Sales and Revenue Operations roles mature from their explosive growth phase, having access to fresh data updated continuously ensures your hiring strategy reflects the latest market conditions rather than outdated benchmarks. Comp Engine features many of the same details as our Compensation Guide, but delivered in real-time and informed by real-world placements made by our recruiters. Access Comp Engine here to leverage real-time compensation intelligence and stay competitive in the rapidly evolving GTM talent market.