Let’s call it what it is: setting up SDR compensation across regions is a nightmare puzzle for SaaS companies. You’re not just picking numbers; you’re juggling time zones, cost-of-living gaps, and a workforce that's no longer tied to office desks.
With remote work making borders irrelevant, companies are scaling faster than ever. Great for growth, right? But when it comes to paying your SDRs, the stakes are higher than they look. Screw it up, and the fallout is huge: high churn, frustrated teams, and an endless cycle of hiring and training that feels like running on a treadmill.
The Real Cost of Getting It Wrong
Compensation isn’t just a paycheck—it’s a statement of value. If SDRs feel like they’re getting the short end of the stick, their motivation tanks. Morale dips. Pipeline generation suffers. And then there’s the hard math: every time an SDR walks out, you’re waving goodbye to months of productivity and thousands of dollars in onboarding and ramp-up costs.
Think that’s bad? Now imagine your teams in different regions realizing there’s a $20K gap between them and their counterparts. That’s not just awkward—it’s a trust-breaker. Regional pay gaps, unclear structures, and a lack of transparency erode collaboration and create friction. Before you know it, your well-oiled sales machine is grinding gears.
So, What’s the Fix?
Building a global SDR team doesn’t come with a one-size-fits-all solution, but it does come with some serious questions:
Do you align salaries to the highest-paying region (hello, US compensation) or adjust for local markets?
How do you keep commission plans competitive without breaking the bank?
And let’s not forget compliance—because nothing kills growth like failing to follow regional labor laws.
Here’s the bottom line: fair, transparent, and motivating compensation isn’t just good for your SDRs—it’s critical to your company’s growth story.
Building a global SDR team comes with complex compensation challenges that affect both people and profits. Should you match US salaries for your SDRs in emerging markets? How do you maintain motivation across teams with different pay scales? Beyond spreadsheets and numbers, these decisions directly impact your company's growth trajectory.
How to Use This Guide
This analysis breaks down SDR compensation across major global regions, helping you:
Benchmark your compensation against regional standards
Structure variable pay effectively
Build fair and motivating commission plans
Navigate regional compliance requirements
North America: Setting the Bar High
North America has the most mature SDR ecosystem globally, with well-established sales processes and sophisticated compensation structures. The region's tech hubs, particularly Silicon Valley, drive innovation in sales development practices and set compensation benchmarks that influence global standards.
United States and Canada Lead the Way
North America continues to offer the highest SDR compensation globally. Here's what the numbers look like:
Base salary: $45,000 to $60,000
Total OTE (On-Target Earnings): $75,000 to $90,000
Variable pay: 20-30% of total compensation
Silicon Valley Stands Out
In Silicon Valley, Tech SDRs usually have a base pay of around $50,000 which becomes an OTE of up to $90,000 after commissions. SDRs typically receive commissions for each booked and qualified appointment, ranging from $50 to $200 per appointment. Additional bonuses are also awarded for specific milestones such as 125% quota attainment.
Base salary: Around $50,000
OTE: Up to $90,000
Commission per qualified appointment: $50-200
Special bonuses for hitting 125% of quota
South and Central America: Growing Markets
The region represents an emerging SDR market with rapidly evolving sales practices. While compensation packages are more modest than North America, the growing SaaS industry and increasing number of tech startups are creating new opportunities and gradually sophisticating commission structures.
Emerging Opportunities
The compensation here is more modest but growing:
Annual salary range: $12,000 to $30,000
Maximum OTE: $40,000
Simple commission structures
Example from Brazil
In Brazil, an SDR working for a global tech company has an average base pay of $18,000 with an OTE of $28,000, receiving $20 for each qualified opportunity booked. This simpler model reflects the earlier stages of sales development practices in these regions.
Base salary: $18,000
OTE: $28,000
Commission: $20 per qualified opportunity
Caribbean: BPO Focus
The Caribbean has carved out a unique niche in the global SDR landscape, focusing primarily on Business Process Outsourcing (BPO) operations. This region serves as a strategic hub for North American companies looking to build cost-effective SDR teams while maintaining proximity to their primary markets.
Business Process Outsourcing Hub
The Caribbean market is built differently:
OTE cap: $30,000
Focus: Serving North American companies
Commission range: $5-15 per qualified lead
Asia Pacific: A Region of Contrasts
The Asia Pacific region presents one of the most diverse SDR landscapes globally, with compensation packages varying dramatically based on local economic conditions, market maturity, and the presence of multinational companies. The region spans from highly developed markets like Japan and Australia to rapidly growing ones like India.
Northeastern Asia (Japan, South Korea, China)
These developed markets offer strong packages:
OTE range: $50,000 to $70,000
Focus: Both individual and team goals
Commission: Based on qualified meetings and SQLs
Example from Tokyo
An SDR in Tokyo might have a base salary of $40,000 with an OTE of $65,000, earning around $200 per SQL and receiving bonuses for monthly targets. Japanese companies emphasize team collaboration, often introducing team-based bonuses.
Base salary: $40,000
OTE: $65,000
SQL commission: $200
Additional monthly target bonuses
Southeastern Asia
Singapore has established itself as a regional sales hub, driving higher compensation standards while neighboring countries maintain more moderate packages. The region's tech ecosystem is growing rapidly, creating increasing opportunities for SDRs.
Singapore Leads
In Singapore, an SDR might earn a $35,000 base salary with an OTE of $50,000, receiving a 10% commission on every deal closed by the AE (Account Executive) originating from their leads.
OTE range: $40,000 to $60,000
Base salary: $35,000
Commission structure: 10% of closed deals
Other countries in the region (Malaysia, Philippines):
OTE range: $20,000 to $35,000
Mix of fixed fees and deal percentages
India: Rapid Growth
India's SDR market is experiencing explosive growth, driven by both domestic startups and international companies establishing sales operations. The market emphasizes volume-based compensation with increasing focus on quality metrics.
OTE range: $15,000 to $25,000
High variable pay component
Per-meeting commission: $10-30
Typical startup package: $12,000 base with $20,000 OTE
Australia: Premium Packages
Australia maintains compensation standards comparable to North America, reflecting its mature SaaS market and strong tech presence. The market emphasizes quality over quantity in SDR performance metrics.
OTE range: $60,000 to $80,000
Tiered bonus structure
Performance-based accelerators
Europe: Two-Speed Market
Europe's SDR landscape reflects the continent's economic diversity, with a clear division between Northern/Western and Southern/Eastern regions. This split extends beyond just compensation to include differences in sales processes, tech adoption, and commission structures.
Northern and Western Europe
Premium compensation packages:
OTE range: $55,000 to $80,000
Mixed commission structure
Balance between base and variable pay
London Example
An SDR in London might have a base salary of $40,000 and an OTE of $70,000, earning bonuses of $150 per qualified meeting and an additional 5% of the closed deal value.
Base salary: $40,000
OTE: $70,000
Per qualified meeting: $150
Deal commission: 5% of closed value
Southern and Eastern Europe
More moderate packages with growing opportunities:
OTE range: $25,000 to $45,000
Straightforward commission structure
Focus on meeting volumes
Poland Example
In Poland, an SDR might have a base salary of $15,000 with an OTE of $30,000, earning $20 to $50 per qualified meeting.
Base salary: $15,000
OTE: $30,000
Commission per meeting: $20-50
Middle East and Africa: Markets in Transition
This diverse region encompasses both highly developed markets in the Gulf states and emerging opportunities across Africa. The Middle East, particularly Dubai, is establishing itself as a global sales hub, while African markets are building their SDR ecosystems from the ground up.
Middle East (UAE, Saudi Arabia, Qatar)
Emerging as a strong sales hub:
OTE range: $40,000 to $70,000
Focus on high-value deals
Percentage-based commissions
Dubai Example
An SDR in Dubai might have a base salary of $30,000 with an OTE of $60,000, earning 5% on every deal they help originate.
Base salary: $30,000
OTE: $60,000
Commission: 5% per originated deal
Northern Africa
Growing market with entry-level opportunities:
OTE range: $15,000 to $30,000
Simple commission structure
Per-lead rate: $10-20
Southern Africa
South Africa leads the region:
OTE range: $25,000 to $45,000
Mixed commission model
Example commission: $20 per meeting plus 3% of closed deals
Building Your SDR Compensation Framework:
Before diving into regional benchmarks, let's build a practical framework for structuring SDR compensation. Creating an effective strategy isn't just about setting competitive salaries - it's about building a system that drives performance, ensures fairness, and scales across regions.
Base Pay Structure (40% of effort)
Most companies start here, and for good reason. Your base pay structure needs to balance being competitive in local markets while maintaining global equity.
This involves researching market rates, considering cost of living adjustments, and understanding currency implications. You'll also need to account for local benefits requirements, which can significantly impact total compensation.
Variable Components (30% of effort)
The variable piece is where you can really drive behavior. Instead of just looking at activity metrics like calls or meetings, modern SDR compensation needs to consider the full spectrum of contribution.
Think about how you'll reward pipeline quality, not just quantity. Consider building in accelerators for exceeding targets and bonuses for strategic accounts.
Benefits & Perks (20% of effort)
Benefits might seem straightforward, but they get complex across regions. Each market has its own requirements and expectations.
The key is finding the right mix of standardized global benefits while allowing for market-specific additions. This could include everything from healthcare and retirement plans to equity options for key markets.
Review & Adjustment Process (10% of effort)
Even the best-designed plans need regular tuning. Set up quarterly review cycles to monitor market changes and track competitor offerings. Build in mechanisms for handling currency fluctuations and cost of living adjustments.
Most importantly, create clear processes for handling commission disputes and making mid-year adjustments when needed.
Key Takeaways for 2025 and beyond
As global SDR compensation continues to evolve, several key patterns have emerged that shape how companies structure their plans:
Market Maturity Drives Structure
Mature markets like North America and Australia focus heavily on quality metrics and sophisticated accelerators, while growing markets start with volume-based models.
However, we're seeing rapid evolution - many emerging markets are already adopting hybrid models that balance quantity and quality metrics.
Tech Ecosystem Impact
Proximity to major tech hubs significantly influences compensation levels. Silicon Valley continues to set global benchmarks, while emerging tech hubs like Singapore and Dubai are creating unique models that blend Western practices with local market needs.
Interestingly, regions with strong startup ecosystems show faster evolution in their compensation models.
Cultural Influence Matters
Regional culture heavily shapes compensation structure. Japanese companies emphasize team-based components, European markets maintain higher base salaries due to social security expectations, and North American models focus on individual performance with sophisticated accelerators. Understanding these cultural nuances is crucial for global companies.
Remote Work is Changing the Game
The rise of remote work is pushing companies toward more standardized base pay across regions. We're seeing increased adoption of real-time commission tracking, multi-currency compensation packages, and transparent calculation methods. Quality metrics are becoming universal, even in traditionally volume-focused markets.
Looking Forward
The most successful companies are moving beyond just matching local market rates. They're building flexible, transparent compensation structures that can adapt to regional needs while maintaining global equity. The focus is shifting from pure cost arbitrage to strategic talent development across regions.
Summing it up
Managing these diverse compensation structures can be challenging, especially for companies operating across multiple regions. Tools like Visdum's sales compensation platform help organizations automate and streamline their SDR commission calculations while maintaining the flexibility needed to handle regional variations in compensation models.
Whether you're hiring SDRs or pursuing a career in sales development, these insights can help you benchmark compensation packages and understand where the best opportunities lie in today's global sales landscape.
Author Bio
Jeetesh Harjani leads sales compensation at Visdum, where he helps companies reward their teams better through automation. Starting his career as an SDR, he worked his way up through sales roles to eventually lead SDR teams. His hands-on experience - from making cold calls to closing deals to managing teams - gives him unique insight into what really motivates salespeople.
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