Europe SaaS salaries · SDR AE VP Sales benchmarks · European compensation
Europe SaaS Salary Benchmarks: What You Actually Pay by Role and Country
Gross salaries, employer social security, OTE structures and the total employer cost that matters for headcount budgeting. Not survey averages -- commercial realities.
Important note
All salary figures below are indicative ranges based on available market data (Hays, Robert Walters, Figures.hr, Glassdoor, TalentUp). Markets move. Always confirm with local payroll, tax or hiring advisors before making offers. Employer social security rates are approximate and change with legislation.
Quick answer
Who this is for
Founders, hiring managers and recruiters benchmarking SaaS commercial pay across European markets.
When this matters
When budgeting a first European hire or comparing offers across Barcelona, London, Amsterdam and other hubs.
Common mistake
Applying US compensation numbers to Europe, or treating one country's ranges as a European average.
What I would do
Benchmark to the specific target country and role, separate base from variable and equity, and treat ranges as operator estimates.
Proof
Ranges reflect operator experience hiring SDR-to-VP roles across European markets, labelled where not from a single verified source.
SDR salary benchmarks by European city (reviewed June 2026)
| City | SDR gross base | OTE (incl comm) | Employer SS rate | Total employer cost on base |
|---|---|---|---|---|
| Barcelona | EUR 26-38k | EUR 35-52k | ~31% | EUR 34-50k |
| Madrid | EUR 28-40k | EUR 37-55k | ~31% | EUR 37-52k |
| Lisbon | EUR 22-32k | EUR 29-44k | ~23.75% | EUR 27-40k |
| Berlin | EUR 35-48k | EUR 46-64k | ~20% | EUR 42-58k |
| Amsterdam | EUR 38-52k | EUR 50-69k | ~13% | EUR 43-59k |
| Paris | EUR 30-42k | EUR 39-56k | ~42% | EUR 43-60k |
| London | EUR 35-50k | EUR 46-67k | ~15% | EUR 40-57k |
| Dublin | EUR 35-48k | EUR 46-64k | ~11% | EUR 39-53k |
Account Executive salary benchmarks (mid-senior, B2B SaaS)
| City | AE gross base | OTE (2x base approx) | Total employer cost on base |
|---|---|---|---|
| Barcelona | EUR 50-70k | EUR 90-140k | EUR 65-92k |
| Madrid | EUR 52-72k | EUR 94-144k | EUR 68-94k |
| Berlin | EUR 55-75k | EUR 99-150k | EUR 66-90k |
| Amsterdam | EUR 65-85k | EUR 117-170k | EUR 73-96k |
| Paris | EUR 55-75k | EUR 99-150k | EUR 78-107k |
| London | EUR 65-85k | EUR 117-170k | EUR 74-97k |
| Dublin | EUR 55-75k | EUR 99-150k | EUR 61-83k |
Note: Barcelona's materially lower gross versus Amsterdam or London is partially offset by higher Spanish employer social security (around 31%) than UK employer National Insurance (15% from April 2025). The total employer cost gap is smaller than the gross gap, but Barcelona remains meaningfully cheaper for most commercial roles. These comparisons are operator estimates.
VP Sales salary benchmarks (European B2B SaaS)
| City / Market | VP Sales gross base | OTE (base + commission) | Total employer cost on base |
|---|---|---|---|
| Barcelona (Beckham Law eligible) | EUR 80-110k | EUR 140-200k | EUR 105-144k |
| London | EUR 100-140k | EUR 180-280k | EUR 114-160k |
| Amsterdam | EUR 95-130k | EUR 171-260k | EUR 107-147k |
| Berlin / Munich (DACH) | EUR 85-120k | EUR 153-240k | EUR 102-144k |
| Paris | EUR 85-115k | EUR 153-230k | EUR 121-163k |
| Dublin | EUR 85-115k | EUR 153-230k | EUR 94-128k |
The Beckham Law effect on VP Sales compensation
At VP Sales level, the Beckham Law creates a meaningful net compensation advantage for Barcelona over most European cities. A VP Sales on EUR 100,000 gross in Barcelona under Beckham Law pays approximately EUR 24,000 income tax (24% flat rate). The same VP Sales in London at GBP 100,000 pays approximately EUR 38,000 in income tax and National Insurance. The Barcelona net package is more competitive despite a lower gross, which is why Barcelona is increasingly the preferred location for VP-level SaaS executives relocating from the US or UK.
See the full eligibility guide at The Beckham Law in Spain.
Commission and variable compensation norms
AE mid-market: 40-50% variable at OTE. 50/50 base-to-variable is most common. Accelerators above 100% quota.
AE enterprise: 30-40% variable at OTE. Higher base to account for longer cycles. Quarterly or annual settlement.
VP Sales: 40-50% variable at OTE. Quarterly payments more common than annual in Europe.
CRO compensation
CRO Europe compensation (operator estimate)
Chief Revenue Officer compensation sits above VP Sales and varies widely with scope (sales-only versus full net-revenue ownership) and stage. As an operator estimate for European B2B SaaS at scale-up stage, CRO base typically runs roughly EUR 130-200k, with OTE often EUR 230-350k+ and equity a larger component than for a VP Sales. These are planning ranges, not survey data — validate against the specific market and the actual mandate before making an offer.
Equity and variable
Equity and variable compensation notes
At Series A-B, European VP-level candidates commonly see a small fraction of a percent in equity — generally less than typical US norms and highly variable by company (treat this as an operator-estimate range, not a fixed band). CROs and first senior commercial hires negotiate larger grants, often tied to revenue milestones. Variable pay usually runs 40-50% of OTE for VP Sales and CRO roles and is paid quarterly more often than annually in Europe. Treat all equity and variable figures here as operator estimates for planning, not benchmark survey data.
Country caveats
Country caveats: Spain, France, DACH, UK and Benelux
- Spain (Barcelona): lower gross than London with a Beckham Law net advantage for relocated hires; statutory holiday is 22 working days minimum.
- France (Paris): higher employer social charges raise total employer cost on a given base; strong AE talent pool.
- DACH (Berlin / Munich): German-language capability is required for many enterprise roles, and sales cycles tend to be longer.
- UK (London): highest gross and OTE in the table; near-identical GTM motion to the US; employer National Insurance is 15% from April 2025.
- Benelux (Amsterdam): strong English-language commercial talent; expat tax incentives exist but have been tightened in recent years — validate the current rules before relying on them.
FAQ
What does an SDR earn in Europe by country?
SDR gross base salaries vary significantly: UK (London) EUR 35-50k, Germany (Munich/Berlin) EUR 38-52k, Netherlands (Amsterdam) EUR 38-52k, France (Paris) EUR 30-42k, Spain (Barcelona/Madrid) EUR 26-38k. OTE (with commission) is typically 1.3-1.5x base across all markets. The total employer cost including local social security varies: UK adds 15% (employer NI, from April 2025), Germany adds ~20%, Netherlands ~13%, France ~42%, Spain ~31% on top of gross salary.
What does an Account Executive earn in Europe?
Mid-senior B2B SaaS AE gross base by city: London EUR 65-85k, Amsterdam EUR 65-85k, Munich/Berlin EUR 55-75k, Paris EUR 55-75k, Barcelona EUR 50-70k. OTE is typically 1.8-2.2x base for enterprise AE roles. The Barcelona-to-London gross gap is meaningful but narrows significantly when you account for: (1) Barcelona's Beckham Law net compensation advantage, (2) a Barcelona cost of living that is materially lower than London, (3) Barcelona employer social security (around 31%) versus UK employer National Insurance (15% from April 2025), which partially offsets the lower gross. These city ranges are operator estimates.
What commission structure should you use for European AEs?
Most B2B SaaS companies use a 50/50 base-to-variable split at OTE for European AEs. Accelerators above 100% of quota are standard (typically 1.5-2x per deal above quota). European AEs are generally less acclimatised to pure variable comp models than US counterparts -- expect base-heavy structures to win more competitive candidates. Commission payment timing matters: monthly or quarterly payment is preferred in Spain and France; annual commission structures common in US SaaS are culturally unfamiliar and often legally complex in European jurisdictions.
Are European VP Sales paid differently than US equivalents?
European VP Sales base salaries commonly run materially below US equivalents at comparable stage companies, and OTE is proportionally lower. Equity is more variable: European candidates at VP level often expect a small fraction of a percent at Series A-B (an operator-estimate range that is highly company-specific) and are less acclimatised to options-heavy packages than US counterparts. The total comp gap is partially offset by a materially lower cost of living (especially outside London), longer holiday entitlements (Spanish law: 22 working days minimum), and in Barcelona's case the Beckham Law net income advantage for relocated candidates.
Related
Sources and last reviewed
Salary, equity and variable figures are operator estimates for planning, not survey data. Validate against current local benchmarks before hiring.
- Agencia Tributaria — Régimen especial de trabajadores desplazados (Beckham Law)
- GOV.UK — Rates and thresholds for employers (UK employer NI 15% from Apr 2025)
Last reviewed:
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