Transparent, competitive compensation is essential to attract and retain strong sellers. Oxfordshire sits between London and wider UK averages and is influenced by demand in science parks and tech corridors. Use these principles and indicative bands as a starting point, then calibrate by sector and experience.
Principles for effective plans
Keep structures simple and clear. Publish base and OTE bands in adverts. Pay monthly and define accelerators beyond 100 percent of quota. Avoid clawbacks except for early churn in defined windows. Provide a 12 month progression path with criteria for promotion.
Indicative bands in 2025
- SDR – base £26k to £32k with OTE £32k to £44k depending on complexity and hybrid expectations.
- AE – base £38k to £50k with OTE £70k to £100k depending on cycle length and deal size.
- Account Manager – base £40k to £55k with variable based on net revenue retention and expansion, typical OTE £75k to £95k.
- Sales Leader – base £60k to £85k with OTE tied to team attainment and strategic goals.
Local considerations
Hybrid travel costs, parking and rail should be factored. For roles selling into life sciences or public sector, cycles are longer – ensure accelerators reflect effort and reliability. For early stage startups, consider equity alongside cash but keep the commission plan simple.
Communicating the plan
Provide a one page summary with examples of earnings at 80 percent, 100 percent and 120 percent of target. Train managers to explain rules clearly. Review bands twice a year against Oxfordshire market movements.
Call to action: TY Recruitment benchmarks compensation and designs clear plans that attract Oxfordshire talent and support sustainable performance.