Account Executive

Our Rev Pilots recruiters specialize in sales hiring and can deliver qualified AE candidates in days, rather than months. Whether you need a mid-market AE to close five-figure deals or an enterprise AE to manage complex, multi-stakeholder cycles, we connect you with closers who already know how to run a pipeline, handle objections, and hit quota.

Rev Pilots is a specialized sales recruiting agency that helps B2B companies quickly hire SMB, mid-market, and enterprise AEs with proven quota attainment. Our sales recruiters screen candidates for real-deal history, pipeline management skills, and experience closing complex sales cycles, so you meet qualified closers, not just applicants.

Rev Pilots delivers vetted candidates in days, not months.

Most recruiters post a job description and wait. Rev Pilots works differently. Our AE recruiters have worked in sales or sales hiring long enough to know what separates a candidate who interviews well from one who actually closes. We screen for territory knowledge, deal history, average sales cycle length, and quota attainment — not just titles and years of experience.

When you hire through Rev Pilots, you get candidates who have been pre-vetted against the criteria that matter for your specific role: segment (SMB, mid-market, enterprise), motion (inbound, outbound, channel), and product complexity. We don’t send you a stack of resumes. We send you people worth talking to.

A good AE recruiter also saves you from bad hires. The cost of a wrong AE hire — salary, commission draws, lost pipeline, and the four to six months it takes to figure out it isn’t working — typically runs two to three times their OTE. Avoiding one bad hire more than pays for the search.

We work with companies at different stages of growth, and the hiring needs look different at each one.

Early-stage startups typically need a first or second AE who can operate without much process around them — someone who can build as they go and still hit a number. We look for candidates who’ve worked in similar environments, not big-company salespeople who need a BDR team and a full enablement program to function.

Series B and Series C companies are usually scaling a motion that already works. They need AEs who can replicate a process, not reinvent one. We focus on candidates with demonstrated ramp times and quota attainment records in comparable roles.

Larger organizations hiring for enterprise AE roles need people who can manage six-to-twelve-month cycles, navigate procurement, and work with a committee of buyers. We screen for that experience specifically, not just “enterprise” on a resume.

We also work with private equity-backed companies that need to staff up quickly after an acquisition, and with international companies entering the U.S. market who need AEs who understand how American buyers buy.

Compensation varies significantly by segment, location, and product category. These ranges reflect what competitive AE packages look like across the market today.

Role

On-Target Earnings (OTE)

Typical Quota

SMB Account Executive $55,000 – $75,000 $ 90,000 – $130,000 $ 500K – $900K ARR

Mid-Market Account Executive $75,000 – $100,000 $ 130,000 – $200,000 $ 800K – $1.5M ARR

Enterprise Account Executive $100,000 – $150,000 $ 200,000 – $350,000+ $1M – $3M+ ARR

Strategic / Global Account Executive $150,000 – $180,000 $ 300,000 – $500,000+ $2M – $5M+ ARR

A note on regional variation: San Francisco and New York salaries run 15–25% above these figures. Secondary markets like Austin, Denver, Chicago, and Atlanta generally fall within them. Remote roles have compressed some of that geographic spread, but top candidates in high-cost cities still expect location-adjusted offers or strong remote flexibility.

Equity, accelerators, and President’s Club eligibility affect how candidates evaluate an offer as much as the base number does. A candidate choosing between two offers at similar OTE will often go with the one that has better upside — uncapped commission, a realistic…