Tech Sales Salaries in Toronto for Entry and Mid-level Roles

This article provides clear, up-to-date salary benchmarks for Business Development Representative (BDR/SDR) and Account Executive (AE) roles in Canada, with a focus on Toronto. You will learn not only what the market pays, but also how to interpret on-target earnings (OTE) realistically, why product-market fit matters, and how to evaluate the earning potential of a role beyond just the headline salary number.

What this blog will cover:

• Current salary benchmarks for BDR/SDR and AE roles in Canada and Toronto
• How OTE is structured and calculated
• Why candidates often misunderstand salaries and OTE
• The importance of product-market fit for actual earnings potential
• How to apply salary data when assessing offers

Why Salary Transparency in Tech Sales is Critical

Compensation clarity empowers candidates to make informed career decisions, negotiate effectively, and avoid surprises after starting a role. In tech sales, the difference between an average and a great offer can be significant, and the most successful professionals understand their market value before signing a contract.

2025 Salary Benchmarks for Tech Sales Roles in Canada

BDR / SDR Roles

• Median base salary: ~CA$59,000 annually
• Median on-target earnings (OTE): ~CA$89,000 annually
• High performer OTE: Up to ~CA$121,000 annually

Account Executive Roles

• Median base salary: ~CA$95,000 annually
• Median on-target earnings (OTE): ~CA$181,000 annually
• High performer OTE: Up to ~CA$366,000 annually

(Source data: RepVue and Levels.fyi)

Compensation Table for BDR/SDR and AE Roles in Canada

What is On Target Earnings (OTE)

In sales, compensation is usually a mix of base salary and commission. OTE, or On Target Earnings, is the total expected annual compensation if you achieve 100 percent of your sales quota. It combines your guaranteed base salary with the commissions you would earn at full quota attainment.

Example structure:

• Base Salary: $60,000
• Commission at 100% quota attainment: $40,000
• OTE = $60,000 (base) + $40,000 (commission) = $100,000 total

OTE Calculation Examples (using a $100,000 OTE target and a quota of $500,000 in annual sales):

1. 100% Quota Attainment
   • Quota achieved: $500,000
   • Base: $60,000
   • Commission: $40,000
   • Total Compensation: $100,000
2. 60% Quota Attainment
   • Quota achieved: $300,000
   • Base: $60,000
   • Commission: $24,000 (60% of commission potential)
   • Total Compensation: $84,000
3. 260% Quota Attainment (with accelerators)
   • Quota achieved: $1,300,000
   • Base: $60,000
   • Commission at 100%: $40,000
   • Accelerator rate for performance above quota: 1.5x on commission beyond $500,000 in sales
   • Commission earned: $40,000 (for quota) + $48,000 (accelerated commission on excess sales) = $88,000
   • Total Compensation: $148,000

Hitting well above quota can trigger accelerators, where your commission rate increases for sales beyond target. This can significantly spike total earnings for top performers.

Some companies also include stock compensation or RSUs (Restricted Stock Units) in total compensation. These can vest over several years and add substantial long-term value, especially at fast-growing or publicly traded companies.

Candidates Often Misunderstand Salaries and OTE

OTE figures assume you or your team achieves 100 percent of quota. In practice, quota attainment varies significantly between companies, teams, and even territories. A role advertised with a high OTE can underdeliver if the sales team consistently misses quota.

Choosing the right product to sell can be even more important than the company’s brand name. Sales success is partly product dependent. A smaller company with a strong product-market fit and high customer demand may lead to consistently higher quota attainment and therefore higher total earnings. In contrast, a larger, well-known company may offer a generous OTE, but if the product is struggling in the market or quotas are unrealistic, actual earnings may be lower.

Candidates should research:

• The company’s product-market fit
• Average quota attainment for the specific team
• Market demand and competitive positioning
• Territory assignments and potential market saturation

Doing this due diligence gives a realistic view of what you will actually take home, not just what is written in the offer letter.

How to Use This Salary Data in Your Career Strategy

• Benchmark Offers: Compare base and OTE to current market medians.
• Investigate Quota Attainment: Ask directly in interviews about average attainment rates.
• Evaluate the Product: Determine if the product solves a clear problem for customers.
• Assess Fit Beyond Pay: Consider the sales process, leadership support, and territory quality.

Conclusion: Understanding Salaries, OTE, and the Factors that Truly Drive Earnings

Having accurate compensation data allows you to benchmark offers and assess real earning potential. In tech sales, choosing a role with the right product and achievable quotas can lead to higher actual earnings than chasing the largest advertised OTE. Speak with a Break into Sales adviser today about offer strategy and negotiation prep to secure the best possible outcome for your next role. Book your free consultation at www.breakintosales.com/book.

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