Across roughly 2,500 India-based sales candidates in Scooter's own hiring data, current compensation sits at a median of ₹12L, with candidates expecting a median of ₹16L in their next role, a roughly 33% jump. But the platform-wide number hides real variation by role. Here's the breakdown.
SDR / BDR
Current comp clusters around ₹6L to ₹10L fixed, structured as 60:40 or 70:30 fixed to variable. Top-performing SDRs reach roughly ₹12L annually. In Scooter's own outbound BDR pipeline, current pay has a median of ₹9L (25th to 75th percentile: ₹6.5L to ₹12L), with candidates expecting a median of ₹14L in their next role.
Practical note: disclosing salary range upfront filters for the right candidate pool and keeps outbound sourcing efficient, hiding it tends to stretch the process past two months for no real benefit.
GTM Engineer
Scooter's own GTM Engineer hiring data shows current pay at a median of ₹10L (25th to 75th percentile: ₹6L to ₹15L), with candidates expecting a median of ₹15L, a 50% jump. This is the fastest-growing comp expectation of any role in the dataset, consistent with a genuinely new, high-demand role category rather than an established one with settled pricing.
Junior AE / Hybrid BDR-AE
Budgeted around ₹10L to ₹12L fixed plus 40% variable (60:40 split), typically for 2 to 3 years of B2B SaaS experience covering MQL qualification, follow-ups, and calls. A common structure pays variable at 100% for the first 1 to 2 months before targets are formally set, giving new hires a soft ramp rather than an immediate quota cliff.
Enterprise AE / Hunter
This is where the numbers jump. Scooter's Enterprise Account Executive data shows current pay at a median of ₹20.2L (25th to 75th percentile: ₹14L to ₹27.5L), with candidates expecting a median of ₹30L. Founder-side budgets in the ₹12L to ₹15L fixed range with uncapped 60:40 commission are common for hunter roles carrying quotas around ₹2Cr and 6 to 8 new logos annually. The best structures explicitly separate hunting and farming commission rather than blending them.
Key Account Management (KAM)
For a 2 to 4 year enterprise KAM, expect roughly ₹12L to ₹15L fixed plus ₹1L to ₹2L variable, tied to company and individual performance rather than a fixed book of business. One experienced candidate in the data reported ₹11.67L fixed, ₹1.5L variable, and ₹4.5L in incentives earned the prior year, a useful reference point for what "on-target earnings" actually looks like in practice, not just on paper.
Senior and Director-Level
At the senior enterprise level, realistic targets sit around ₹40L to ₹55L. One director-level candidate in Scooter's pipeline targeted ₹1.1Cr to ₹1.5Cr+, after having earned ₹1.29Cr the prior year with accelerators. These numbers exist, but they're the exception, not the median, worth knowing if you're benchmarking a senior hire against them.
One Thing Worth Knowing Before You Budget
If you're making a career pivot from services sales into SaaS or product sales, expect a lower entry point, and potentially a real pay cut, for the platform switch. Candidates who accept this tradeoff going in tend to have smoother first six months than those who negotiate hard to preserve their old number.
The pattern across every role: high enough fixed pay to get candidates in the door, meaningful variable for retention and performance, and salary transparency early enough that neither side wastes two months finding out the number doesn't work.