SEC Sales Enablement Salary Report 2023

SALES
ENABLEMENT
SALARY
REPORT
2023
Sales Enablement Salary Survey 2023
Contents
Part 1
Introduction 3
Part 2
Key findings 6
Part 3
Who took part? 8
Part 4
Top-level salary findings 13
Part 5
A deep dive into sales enablement salaries 17
Part 6
Bonuses, commission, and raises 35
Part 7
Career progression & the overall enablement landscape 42
Part 8
Conclusion 48
Part 1
Introduction
3
Introduction
Welcome to the latest edition of Sales Enablement Collective’s Salary Report. We surveyed over
170+ sales enablement practitioners from across the world as part of our mission to increase
salary transparency in the industry.
In this time of uncertainty and unpredictability in the industry, it’s never been more important
for sales enablement professionals to have up-to-date information on their worth compared to
their peers - whether they’re bringing it to job interviews or promotion conversations.
In this report, you’ll find a range of figures on the state of sales enablement salaries,
divided by categories such as:
• Gender
• Experience in the industry
• Region
• Hours worked
• Leadership support for sales enablement
And more, as well as looking at the numbers behind:
• How big a role salary plays in career moves
• What bonuses and incentives sales enablers receive
• The effect of sales enablement certifications on pay
4
Introduction
Before we dive in, here are some notes on how we analyzed the data:
• All figures represent base salaries before tax, not including bonuses or options
• We asked respondents to share their salary in $USD regardless of which currency they are
paid in, to ensure a unified dataset unaffected by fluctuations in currency conversion rates
• In certain sections, extreme outliers were removed to protect the data’s integrity
• The results are anonymous and no individual’s details are shared in the report,
only as part of a larger group of data
• Responses were collected between January and February 2023
5
Part 2
Key findings
6
Key findings In a rush and don’t have time to read the full report yet?
Here’s some quick stats to give you an idea of what we uncovered from our 170+ sales
enablement respondents.
• The worldwide average sales enablement salary before tax is $136,029
• The difference in average salary between our male and female respondents is $13,725
a year, with male respondents earning more.
• Among our respondents, those who have sales enablement certifications earn $9,733
more a year than the average salary.
• Sales enablers who don’t manage any other employees earn $17,275 less than the
average salary.
• 61.3% of respondents answered no when asked whether sales enablement salaries

in general reflect the business value the role adds.
• 71.3% of our respondents answered yes to the question: “Do you get bonuses or any kind of
commission at your current company?”.
Pretty fascinating, right?
For the full breakdown, including analysis of the average salary by enablement experience, sales
team size, region, hours worked per week, and much more on bonuses and commission in the
industry - just read on.
7
Part 3
Who took part?
8
Who took part? By region

Before diving into the numbers, let’s take a look at a breakdown of our respondents -
who answered our survey?
Europe
North America
19.1%
76.9%
0.6%
1.7% Asia
$117,596 $108,428
Middle East
1.7%
Australasia
The maturity of sales enablement in North America is reflected in these results, no doubt.
9
Who took part? By gender

While we’ll examine the differences between salaries later on, upon initial viewing there appears to
not be a barrier to entry in sales enablement, at least when it comes to gender.
Prefer not to say

2.3%
Female
61.8%
Gender
Male
35.9%
10
Who took part? By sector

It’s likely that the majority of our respondents sit in the business-to-business (B2B) sector,
we wanted to see just how many of those answering our survey worked in business-to-consumer
(B2C) or business-to-developer (B2D) capacities.
80.8%
9.6%
7.4%
2.2%
B2B B2B and B2C B2B, B2C, B2C

and B2D
Unsurprisingly, the overwhelming majority worked in the B2B space, but a healthy amount, nearing
20%, looked at the B2C space as well.
11
Who took part? By job title and seniority

While sales enablement job titles can often look wildly different - so we asked respondents which of
the following brackets best described their role and seniority, to help us divide up the responses in a
uniform manner.
Director of Sales Enablement 24.7%
Senior Sales Enablement Manager 13.4%
Sales Enablement Manager 32%
Sales Enablement Executive 8.4%
Sales Enablement Specialist 11.2%
Other 10.3%
The 10.3% who marked themselves as falling into another category described their role as some of
the following:
Chief Revenue Officer Customer Success Enablement Manager Product Marketing
Growth Enablement Manager Sales Operations Manager Sales Enablement Training Lead
Sales Operations and Enablement Manager Onboarding Manager
With this wide selection of titles, our data will have representation from a range of seniority and roles.
With those key stats on our participants highlighted, it’s time to look at the salary breakdown.
12
Part 4
Top-level salary findings
13
Top-level salary Average and median salary
findings As we go further into the report, we’ll analyze the numbers from our respondents in greater detail, but
we’ll begin with the worldwide average sales enablement salary before tax among our respondents.
$136,029 $130,000
Average Median worldwide
worldwide sales sales enablement
enablement
salary salary
In addition to asking people their salary outright, we also categorized each response into a bucket,
to see what the spread of salaries looked like.
14
Top-level salary
findings
Less than $20,000 to $40,000 to $60,000 to $80,000 to $90,000 to $100,000 to $110,000 to

$20,000 $40,000 $60,000 $80,000 $90,000 $100,000 $110,000 $120,000
1.6% 1.6% 5% 7.8% 5.6% 6.7% 3.9% 6.7%
$120,000 to $130,000 to $140,000 to $150,000 to $160,000 to $170,000 to $180,000 to $190,000 to More than
$130,000 $140,000 $150,000 $160,000 $170,000 $180,000 $190,000 $200,000 $200,000
11.23% 6.1% 4.5% 3.9% 3.9% 9.5% 7.3% 3.3% 10.6%
As we can see, the most common range is $120k-$130k, which matches our mean and median figures
pretty closely.
15
Top-level salary Salary satisfaction
findings
We also asked our respondents whether they were happy (positive), not very happy, indifferent
(neutral), unhappy, or very unhappy (negative) with their current salary.
Here’s a quick breakdown of the overall figures before we look more closely at the stats later on:
Negative
11.8%
Positive
39.4%
Neutral
48.8%
With the average salary being in the six figure range, it’s not surprising that most of our respondents
feel at least somewhat satisfied about their current compensation.
Coming up: While these statistics are fascinating in their own right, the following pages will entail a
deep dive into the numbers, examining how these stats vary between gender, experience, and more.
16
Part 5
A deep dive into sales
enablement salaries
17
A deep dive By gender
into sales Having seen the initial figures, we know that the average salary worldwide is $136,029, and that around
enablement
60% of our respondents identified as female.
While gender doesn’t appear to be a barrier to entry in sales enablement, the data among our
salaries respondents implies that the wage gap remains very real.
Male
Female
$144,987
$131,262
Prefer not to say

$123,810
The difference in average salary between our male and female respondents is $13,725 a year.
In order to gain more insight into this, we compared the amount of senior job titles
(Director of Sales Enablement, Senior Sales Enablement Managers, and some of the ‘other’ respondents)
who stated their gender as male and female.
37.2% of our female respondents said they were in senior job titles, compared to 45% of our
male respondents.
The fact that a larger percentage of male respondents are in senior positions, which are usually
higher-paying, can be a possible explanation for this disparity, but we decided to dive deeper again.
18
A deep dive We separated the responses of senior job titles and the rest, and again compared the gender pay gap
between the responses.
into sales Here are the results:
enablement
salaries
Director of Sales Enablement:
Male $192,424
$30,056
Female $162,368
Difference
$0 $80K $160K $240K
Senior Sales Enablement Manager:
Male $126,394
$15,305
Female Difference
$141,699
$0 $50K $100K $150K
19
A deep dive There’s no doubt that company size, revenue, region, and more play a role in these figures
into sales
as well - but it’s quite startling to see the disparity between the figures in Director-level roles.
enablement
Among the Sales Enablement Manager, Executive, and Specialist roles, the split looked like this:
salaries
Manager/Executive/Specialist:
Male $120,928
$1,886
Female Difference
$122,814
$0 $50K $100K $150K
The figures are very similar - at least from our data, the disparity is more visible in the most
senior positions.
Additionally, we asked our respondents whether they considered themselves part of a minority where
they worked (visible or invisible).
Those who considered themselves as part of a minority had an average salary of $125,322, while those
who did not had an average salary of $142,968.
This is something for the industry as a whole to reflect on, in a world where diversity, equity, inclusion and
belonging are not only important morally, but have been shown to bring better business results too.
20
A deep dive By job title
into sales As we mentioned earlier, we asked our respondents to note the bracket their job title best fit into - in this
enablement
section, we analyzed the average salary for each of those titles.
salaries Director of Sales

Sales Enablement
Executive
Enablement $192,421
$177,396
Senior Sales
Enablement
Manager
$137,873 Sales Enablement
Manager
Sales Enablement
$114,908
Specialist
$92,829
Interestingly, among our respondents, it’s those who felt their role fit best into the Sales Enablement
Executive bracket who earned the most, with Directors of Sales Enablement following behind.
Senior Sales Enablement Managers are another group to earn above the total average, calculated
across all respondents, at $1,844 more.
21
A deep dive By enablement experience
into sales We asked our respondents to categorize their experience in sales enablement, in order to quantify just
enablement
how important it can be to a sales enabler’s pay packet.
We divided up the groups into respondents with less than a year of experience, one full year, two full
salaries years, three full years, four full years, more than five years, and more than 10 years.
$167,648
$152,185
$131,208
$121,104
$113,781
$92,954
$80,844
Less than 1 year 2 years 3 years 4 years 5+ years 10+ years

a year
Here, our data confirms the obvious - barring a blip at the four year mark - more experience tends to
mean more money in this industry.
But is there any way to accelerate that wage growth?
22
A deep dive By certifications and education
into sales One popular way to get ahead, in all walks of life, is to get trained and certified in your area of expertise.
enablement
Sales enablement is no different, so we asked our respondents whether they held current sales
enablement certifications, and weighed up their average salary against those who didn’t.
salaries $145k
$145,762
$140k
$135k
$130k $132,496
$125k
$120k
$115k
$110k
$105k
$100k
Yes, I have current sales No, I don’t have current
enablement certifications sales enablement
certifications
Among our respondents, those who have certifications earn $9,733 more a year than the
average salary. Those who don’t have certifications earn $3,533 less a year than the average salary.
23
A deep dive This is fascinating, so we took a closer look. We already know that experience is a big factor in
into sales
determining how much you make as a sales enabler, but can a certification help you get ahead of
the curve?
enablement
salaries
$120k
$115,003
$110k
$100k
$103,043
$90k
$80k
$70k
$60k
$50k
Three years or less of Three years or less
experience and of experience and
has a certification doesn’t have
a certification
24
A deep dive Our data suggests that sales enablement certifications are a leg up earlier on in your career too, with
into sales
our certified respondents with three years or less of experience making $11,960 more than their peers
without certifications.
enablement
salaries
And what about college education? We asked our respondents about the highest level they’d attained
and analyzed the responses.
I didn’t go to college $122,595
Bachelor’s $139,310
Masters or Doctorate $135,074
Among our respondents, it appears that having some sort of formal degree is correlated with having a
higher salary, but more advanced degrees don’t have the same effect over a Bachelor’s.
25
A deep dive By sales team size
into sales We asked our respondents about the size of their sales teams (including both reps and managers in the
enablement
figure), in order to see if sales enablers with larger teams were compensated with bigger salaries.
salaries
0-25 $122,613
$122,613
26-50 $132,154
51-75 $113,190
76-100 $138,131
101-125 $154,758
126-150 $167,165
151-175 $162,500
176-200 $90,240
201+ $151,751
In this scenario, salary seems to steadily rise with team size up until around 150 team members, before
evening out - our respondents’ data also contains a drop in the 176-200 range but this seems to be an
anomaly rather than a trend.
26
A deep dive By enablement to rep ratio
into sales With team size not providing any definitive trends, let’s take a look at enablement to rep ratio. Often, a
enablement
“golden ratio” of 50 reps for every enablement team member is cited as the perfect amount when it
comes to efficiency, but what about when it comes to pay?
salaries We asked our respondents to provide us with their organization’s ratio. We then unified these ratios to
make the data easier to process. For example, a ratio of 300 to 2, became 150 to 1, and a ratio of 100 to 4,
became 25 to 1.
With this processing done, we found the average ratio worked out to 56 reps to 1 enablement team
member, very close to the so-called golden ratio.
27
A deep dive But when it comes to salary, what does the picture look like?
into sales Golden

ratio
enablement
50:1
salaries Less than $60,000 20.5:1
$60,000 to $80,000 62.5:1
$80,000 to $90,000 48.4:1
$90,000 to $100,000 79.1:1
$100,000 to $110,000 49.7:1
$110,000 to $120,000 38.6:1
$120,000 to $130,000 56.8:1
$130,000 to $140,000 58.2:1
$140,000 to $150,000 35.6:1
$150,000 to $160,000 23.9:1
$160,000 to $170,000 48.8:1
$170,000 to $180,000 42.2:1
$180,000 to $190,000 47.3:1
$190,000 to $200,000 129:1
More than $200,000 51.1:1
Again, our data doesn’t show any strong correlation between enablement ratio and salary range -
but what we do learn is that most of our respondents’ organizations are operating near that golden ratio.
It seems that figure is often talked about for a reason.

28
A deep dive By management responsibility
into sales Sales enablement professionals have a vast array of responsibilities, and while it’s common to see small,
enablement
one-person teams in the industry, sales enablers are often tasked with managing other employees.
Across all industries, becoming a manager rather than an individual contributor is the classic way of
salaries earning more pay - and we wanted to see if that rang true in sales enablement as well.
Do you manage any other employees? If so, how many?
No $118,754
1 employee $156,787
2-3 employees $133,946
4-5 employees $168,953
6-10 employees $152,833
10+ employees $213,109
Among our respondents, the data is clear. The only two groups making less than the average salary are
those who voted no (-$17,275), and those that voted 2-3 employees, though the latter group’s deviation
from the average is far smaller (-$2,083).
Considering that, it looks like taking added responsibility and managing more employees is a surefire
way of boosting your enablement pay packet, at least among our respondents.
29
A deep dive By region
into sales At the beginning, we saw that 76.9% of respondents were located in North America, likely reflective of a
enablement
more mature sales enablement industry on that side of the Atlantic.
To see the material effect of this on salaries, we compared the average salary in North America to that in
salaries the rest of the world.
$143,293
North America
$129,013
Rest of the
world
As expected, the salaries are higher among North American respondents than anywhere else.
As the sales enablement industry continues to grow worldwide, we at SEC hope to see the numbers
across regions draw closer to one another.
30
A deep dive By leadership support
into sales One of the things we hear about often in the world of sales enablement is the term ‘buy-in’ - usually in
enablement
the context of sales enablers struggling to get buy-in from senior leadership.
With that in mind, we asked our respondents some questions on the topic, including:
salaries • Is there strong leadership support for sales enablement in your organization?
• On a scale of 1-10, how much influence do you feel like you have over your company’s sales teams?
Before looking at salary, we weighed up those two questions against each other - does stronger
leadership support equate to more influence?
Average Average
score score
5.4/10 6.9/10
1 2 3 4 5 6 7 8 9 10
Yes, there is strong leadership support for sales enablement
No, there isn’t strong leadership support for sales enablement
31
A deep dive The overall average influence sat at 6.5, and with 76.4% of respondents feeling like they have strong
into sales
leadership support, the correlation is clear. But how does it affect pay?
enablement
salaries
$139,706 $124,118
Yes, there is No, there isn’t
strong leadership strong leadership
support for sales support for sales
enablement enablement
Among our respondents, there’s a clear distinction. Those who have strong leadership support earn more
than the average salary ($3,677), while those who don’t have that level of support earn significantly less
than the average (-$11,911).
This stresses the importance of getting buy-in from senior leadership for sales enablement even more -
not only is it linked to a bigger influence on sales teams, but to a bigger paycheck, too.
32
A deep dive • We had one more category we wanted to compare, when it came to leadership support for sales
into sales
enablement. Our respondents told us whether they felt their pay was reflective of their role and
everything it entailed - we compared their response based on whether they had that leadership
enablement backing or not.
salaries
• Yes, there is strong leadership support • No, there isn’t strong leadership
for sales enablement and my salary support for sales enablement but my
is reflective of my role: $165,916 salary is reflective of my role: $178,794
for sales enablement and my salary support for sales enablement but my
is reflective of my role for now, but salary is reflective of my role for now,
I expect a raise soon: $121,106 but I expect a raise soon: $102,320
for sales enablement but my salary is support for sales enablement, and
not reflective of my role: $128,823 my salary is not reflective of my
role: $117,527
Here, we can broadly see that leadership support correlates generally correlates with a higher salary
regardless of how one feels about how reflective their salary is of their role.
Though you might feel like your salary isn’t reflective of your role (or that you’re in need of a raise soon),
having strong leadership support lends itself to higher pay than less-supported peers.
33
A deep dive By hours worked
into sales To cap off this section of the report, we combined our respondents’ answers on the amount of hours they
enablement
work in a week with their reported salary. Does working longer hours really equate to a higher salary?
salaries Less than 35 $98,852

hours a week
35-40 hours
a week $101,249
40-45 hours $101,249

a week
45-50 hours $171,473

a week
50-55 hours
a week $161,286
55-60 hours $172,22

a week
60+ hours $150,571

a week
Among our respondents, it appears so. The only groups earning below our overall average salary are
those working less than 45 hours per week.
But it’s not all about the money, and work-life balance is very important, as well. But if you’re chasing a
bigger paycheck at the end of each month, putting in some extra hours might be the way to go.
34
Part 6
Bonuses, commission,
and raises
35
Bonuses, Bonus and commission availability
commission, Up until now, we’ve looked at the annual salary figure, before tax, excluding bonuses, options, and so on.
and raises However, plenty of sales enablement professionals do have add-ons in addition to their base salary.
In fact, 71.3% of our respondents answered yes to the question: “Do you get bonuses or any kind of
commission at your current company?”
$140k $146,503
$120k
$100k $109,950
$80k
$60k
$40k
$20k
$0k
Yes, I get bonuses No, I don’t get bonuses
and/or commission or commission
Among our respondents, it seems like a case of the rich getting richer - with those who get bonuses
having a much higher average base salary than those who don’t.
36
Bonuses, Types of bonuses
commission, While the fact that over 70% of our respondents are being additionally compensated on top of their
and raises
base salary through bonuses and commission for their hard work is heartening. However, bonuses and
commission come in many different shapes and sizes.
We asked our respondents what kind of additional compensation they receive, here is a selection:
OUR BONUS IS 50% KPIS AND 50% TEAM

PERFORMANCE, THE EXPECTED BONUS IS $25K EACH
UP TO 4 WEEKS’ SALARY IF KPIS
YEAR, PAID OUT QUARTERLY
MINIMUM OF AN EXTRA MONTH[‘S PAY] ARE MET

20% BONUS BASED ON PERFORMANCE OF SELF AND COMPANY
QUARTERLY BONUS 10% OF ANNUAL SALARY PLUS PERFORMANCE SHARES
BASED ON PRODUCTIVITY THAT CAN BE UP TO 20% OF BASE
$10K ANNUAL, PAID QUARTERLY 1% QUARTERLY BONUS
WHEN SALES MEETS TARGET
15% OF SALARY, UP TO $25K GOALSALARY, UP TO $25K
5% ON TOP OF BASE SALARY BASED ON UP TO 10% BASED ON
COMPANY PERFORMANCE OVERALL COMPANY SUCCESS
2 MONTHS MAXIMUM, BASED ON ANNUAL PERFORMANCE REVIEW
$80K IN RESTRICTED STOCK MY BONUS IS UP TO 25%, BUT I’VE ONLY
UNITS (RSU) RECEIVED ANY BONUS ONCE - IT’S HIGHLY UNRELIABLE
12% OF ANNUAL SALARY AS A BONUS
37
Bonuses, Improvements to bonuses and compensation
commission, In addition to asking our respondents what their current set of bonuses and commissions looked like,
and raises
we also asked about what they’d change about their current compensation (aside from a higher base
salary, of course - who doesn’t want that?).
To get a better understanding, we classed the answers as follows:
Improved bonus structure: respondents looking to change the structure of their bonus or
commission, such as having it paid quarterly rather than annually, improved variable plans,
changing the ratio of base pay to variable.
Larger bonus: respondents looking for a larger bonus - or wanting to have a bonus implemented if
it isn’t awarded already.
More benefits: respondents who want improved benefits packages, including things like more
vacation time, better maternity leave, a four-day work week, more work-from-home opportunities,
various stipends, improved health and dental cover, improved pension deals, and more.
Stock option structure: respondents who want a change in structure when it comes to stock, RSU,
and equity, including but not limited to having them vest more quickly and having the opportunity
to have more equity.
Learning & Development: respondents who want more scope to accelerate their career
development, with things like L&D budgets.
38
Bonuses, Respondents had other answers too, but the majority fell into these categories. Let’s take a look at
commission,
the figures:
and raises
Improved Larger bonus More benefits Stock option Learning & Other
bonus structure 26.1% 18.5% structure Development 11.4%
34.1% 6.1% 3.8%
Among our respondents, the most popular change was an improved or revised bonus and commission
structure. Here’s exactly what some of those responses looked like:
• “Variable pay that’s paid out quarterly, as opposed to an annual bonus.”
• “Commission based on the revenue the trainees bring into the company.”
• “I’d like the ability to overachieve, like sales.”
• “A bonus or leverage component, tied to the company’s sales results”
• “I want it to be incentivized based on the support provided to our sales teams.”
• “I want to tie the variable to impacts within my control.”
39
Bonuses, The next most popular answer was a larger bonus, which is self-explanatory. Following up in third place
commission,
were our respondents wanting more benefits. But what type of benefits were mentioned in the survey?
and raises • “I’d like more stipends, such as for WFH, lunch, internet, etc.”
• “Better health insurance.”
• “More vacation time.”
• “PTO vs. sick time accumulation.”
• “Higher pension contributions.”
• “Better maternity leave.”
• “Shorter working hours.”
• “Company car.”
40
Bonuses, Pay increases
commission, With promotions and raises always on people’s minds, we wanted to know how these were
and raises
determined - do our respondents know what they need to do in order to get a pay increase?
Yes
31.3%
Are pay increases

I don’t know based on set
38.1%
criteria in your
organization?
No
30.6%
Interestingly, the most common response was “I don’t know”, with nearly 40% of respondents not
knowing how pay increases are decided on in their company.
Combined with the “no” vote of just over 30%, this means 68.7% of our respondents aren't aware of a
clearly defined pathway to a raise in pay, which is an issue - particularly for those respondents earning
below our average salary of $136,029.
41
Part 7
Career progression &
the overall enablement
landscape
42
Career Career progression and pay
progression While career progression is an important part of your professional development, getting compensated
& the overall

for this growth you’re making with an organization is equally as important. We asked our respondents
whether career progression was reflected in pay where they worked.
enablement The following sample excludes respondents who said they were unsure as they were yet to progress in
landscape
their current company.
35.3%
24.8%
21.9%
18%
Yes, I got a good I got a pay rise No, I’ve been No, I haven’t been
pay rise when I when I was promoted but formally promoted
was promoted promoted, but it without a pay rise but I take on much
wasn’t much more than my job
description entails
It’s encouraging to see that the largest percentage is respondents who got good pay rises after a
promotion, and that well over half (57.2%) got some sort of raise while progressing, but as firm
believers in the power of sales enablement we want to see that figure as close to 100% as possible.
43
Career Salary influence while job-seeking
progression Thus far, we’ve looked at compensation from the lens of sales enablers already employed in their
& the overall

organizations. For this section, we asked our respondents about the role salary played in their willingness
to accept one role over another - or if other factors, like company culture were more important.
enablement Here’s what we found after asking how big of a role does salary play in career decisions:
landscape 51%
25.2%
17.2%
6.6%
It’s the first It’s secondary It’s secondary to It’s secondary

thing I look for to the business’ the industry and to progression
culture product opportunities
It’s fascinating to see that salary is overwhelmingly considered secondary to the business’ culture in
sales enablers’ career decisions, with 51% opting for that option. Just over a quarter (25.2%) still view
salary as the first thing they look for but these percentages may be surprising to some.
44
Career Do sales enablement salaries reflect the business value the

role adds?
progression
& the overall
Before we wrapped up our survey, we asked respondents one final question - not about their salary
specifically, but about sales enablement salaries across the industry as a whole.
enablement We asked our respondents whether they think sales enablement salaries in general reflect the
landscape
business value the role adds.
No, I don’t think sales

enablement salaries
in general reflect the
business value the
role adds
61.3%
Yes, I think sales

enablement salaries
in general reflect the
business value the
role adds
38.7%
45
Career The answer was a solid ‘no’ among our sales enablement respondents - perhaps understandably.
progression
Sales enablement is frequently misunderstood, and while that’s changing, the important work they do in
organizations still goes unnoticed at times.
& the overall We compared the statistics to our respondent’s salaries - are sales enablers on higher salaries more
enablement
likely to vote yes based on their own compensation?
landscape
$134,684
$138,156
Yes, I think sales enablement salaries, in general, reflect the business value the role adds
No, I don’t think sales enablement salaries, in general, reflect the business value the role adds
46
Career Interestingly, the average salary figure for both answers is very similar. It appears that our respondents’
progression
opinion on this matter is not swayed by their own level of compensation.
& the overall

Our final comparison on this matter is based on years of experience - are longtime sales enablers more
likely to believe that salaries don’t reflect the business value that the role adds?
enablement
landscape
4.7 years of
5.3 years of experience
experience
Yes, I think sales enablement salaries, in general, reflect the business value the role adds
No, I don’t think sales enablement salaries, in general, reflect the business value the role adds
Once again, the values are similar, indicating a split that isn’t influenced by sales enablement tenure.
The original result, however, is clear: nearly two-thirds of sales enablers in our survey (61.3%)
don’t believe the industry rate reflects just how important sales enablement can be to an
organization’s success.
47
Part 8
Conclusion
48
Conclusion That concludes the 2023 edition of SEC’s Sales Enablement Salary Report. In today’s environment
where we’ve unfortunately seen layoffs and job losses, it’s more important than ever for sales
enablement professionals to know their worth and get paid what they deserve.
We hope that this report can help even just one sales enabler receive a well-deserved raise or
promotion. Sales enablement’s hard work can never get enough recognition.
“Thank you to all 170+ respondents to our survey, as this report wouldn’t be
possible without you. It’s really important that we can share these figures
from our community and help create a culture of salary transparency
within sales enablement.
“Our mission at SEC remains the same: elevating the role of sales
enablement, and bringing sales enablers together. That isn’t changing,
and we’ll continue to drive connections in this amazing community.”
Jack Debono, Head of Sales Enablement Collective
49
Enjoyed this survey?

Head on over to our report library and take a look at our other insight-packed reports!
And if you want access to 300+ hours of OnDemand sales enablement video, exclusive content,
and member-only frameworks and templates, become an SEC member today.
50
Meet the team

Daniel O'Dowd
Copywriter
Daniel enjoys writing, whether it’s 100 words or 1,000. He has a degree in
Journalism from Dublin City University and had a stint working in sales before
he moved from writing freelance, to creating content full-time for the Sales
Enablement Collective.
Jack Debono
Head of Sales Enablement Collective
Jack has a passion for all things events. He loves being able to bring
communities closer together and does exactly that in his role with SEC.
Ivana Pusceddu
Senior Artworker
Ivana is our in-house Senior Artworker and looks at all our design
requirements. She's responsible for the layout and visual elements in
this report and is always happy to hear your thoughts!
51

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SALES

• Experience in the industry

• Leadership support for sales enablement

And more, as well as looking at the numbers behind:

• How big a role salary plays in career moves

• What bonuses and incentives sales enablers receive

• The effect of sales enablement certifications on pay

• Responses were collected between January and February 2023

• The worldwide average sales enablement salary before tax is $136,029

• 61.3% of respondents answered no when asked whether sales enablement salaries

Pretty fascinating, right?

Who took part? By region

Who took part? By gender

Prefer not to say

Who took part? By sector

B2B B2B and B2C B2B, B2C, B2C

Who took part? By job title and seniority

Director of Sales Enablement 24.7%

Senior Sales Enablement Manager 13.4%

Sales Enablement Manager 32%

Sales Enablement Executive 8.4%

Sales Enablement Specialist 11.2%

Chief Revenue Officer Customer Success Enablement Manager Product Marketing

Sales Operations and Enablement Manager Onboarding Manager

Top-level salary Average and median salary

Less than $20,000 to $40,000 to $60,000 to $80,000 to $90,000 to $100,000 to $110,000 to

Top-level salary Salary satisfaction

A deep dive By gender

Prefer not to say

into sales Here are the results:

$0 $80K $160K $240K

Senior Sales Enablement Manager:

$0 $50K $100K $150K

$0 $50K $100K $150K

A deep dive By job title

salaries Director of Sales

A deep dive By enablement experience

Less than 1 year 2 years 3 years 4 years 5+ years 10+ years

But is there any way to accelerate that wage growth?

A deep dive By certifications and education

I didn’t go to college $122,595

Masters or Doctorate $135,074

A deep dive By sales team size

A deep dive By enablement to rep ratio

into sales Golden

salaries Less than $60,000 20.5:1

$60,000 to $80,000 62.5:1

$80,000 to $90,000 48.4:1

$90,000 to $100,000 79.1:1

$100,000 to $110,000 49.7:1

$110,000 to $120,000 38.6:1

$120,000 to $130,000 56.8:1

$130,000 to $140,000 58.2:1

$140,000 to $150,000 35.6:1

$150,000 to $160,000 23.9:1

$160,000 to $170,000 48.8:1

$170,000 to $180,000 42.2:1

$180,000 to $190,000 47.3:1

$190,000 to $200,000 129:1