Philipp Stelzer: Hello, and welcome to a special episode of the RevOps Lab Podcast. Hi, Janis. How are you?

Janis Zech: Yeah. Pretty good. How are you doing, Philipp?

Philipp Stelzer: Yeah. I'm good. I'm more than good. I'm excited because here today, we give you basically a teaser into the results of the salary report that we conducted together with the RevOps Co-op, one of the biggest and best revenue operations communities out there in the world. Definitely worth joining. And so what we did is we collected a lot of data points from revenue operations professionals on — yeah, first of all, like, what is their compensation? Where do they live? What industry do they work in? Who do they report into? What's their work mode? Stock options? Educational budget? Lots of different data points that we collected and then sliced and diced in a way that hopefully they are really insightful for you when you go to your next annual review with your manager, or you're just like — I mean, this is end of the year, and we are sharing this. So when you're just, like, pondering, you know, where am I going in life? Am I going in the right direction? Am I going backwards? Maybe the transparency that this report creates will help you on that journey. So that's our hope, at least.

Janis Zech: Yeah. So for the full report, just a little note here. For the full report, if you wanna get that, go to getweflow.com slash resources. All the data in this report that we're gonna talk about here briefly is sliced and diced by different geography, by different company sizes. So lots of different ways that we've broken it down. It's just too much to talk about in a short podcast. So this is really like a shortened version. And for the full report, just go to getweflow.com slash resources, and you can also check it out on YouTube. We'll upload a longer video. It's gonna be roughly about an hour. Also on our YouTube channel, where we talk about all the slides in more detail. Okay. Yeah. Let's go right into it. How many people actually responded to our survey? So we advertised this, obviously, in the RevOps Co-op community, but also on LinkedIn, our network. We also ran ads, and in total, we collected eight hundred seventy six responses. Seventy percent of those in North America, fifteen percent in the EU, including Switzerland and Israel, for sake of simplicity here, really, and seven percent in the UK, and another eight percent rest of world. And rest of world here is Southeast Asia, Africa, and Latin America. And also New Zealand and Australia. Don't wanna forget those. So a strong bias towards the US, Canada, but also very decent sample size for Europe and for the UK. And that's also, like, the three geos we mostly focus on.

Philipp Stelzer: Yeah. So, obviously, one number everybody's interested in is what is the median compensation for revenue operations. And here's the number. It's a hundred twenty k US dollar. But, obviously, that number is highly skewed by your responsibility, your title, who do you report into, what country do you work in, and that's exactly why we created the report and breaking down that number a lot further. So if you look at the compensation by geography, what's interesting is that the US and Canada, the median compensation is a hundred forty k USD. UK is a hundred. Australia and New Zealand is around ninety, and Europe, including Switzerland and Israel, is seventy five thousand USD. That's a wide range. Right?

Janis Zech: And again, this is why it's worth going to getweflow.com slash resources and get the report yourself, because, yeah, those details matter. Right? It matters where you live, for your compensation because cost of living is also different. So, yeah, definitely to look at it from that perspective. We also broke it down by company size. And interestingly, the majority of people who responded, so roughly two thirds, work in companies with fifty to five hundred employees. Generally, what one can say around compensation is that, obviously, the bigger the company, the higher are your earnings. I think, you know, if you work in enterprise, it's just more likely that your compensation is also higher. But then what's interesting to understand is sort of like compensation does not vary so much whether you work in a one to ten people company or eleven to fifty or fifty to two hundred. So compensation is fairly similar. And then it starts to increase basically around two hundred, five hundred employees, and then goes higher and higher and tops out at, like, five thousand plus employees. So, yeah, company size does play a role in compensation. Title, unsurprisingly, also plays, of course, a big role. As an individual contributor, basically up until sort of like year six, you can expect your compensation to increase every one or two years. Effectively, you can maybe not double it, but you can definitely increase it by a nice chunk. So in the US, for example, individual contributors make around eighty k in their first year, and then after six to seven years, they are more at like one hundred thirty k. But then it kind of flattens out, and it's tough to get more than one hundred thirty k as an individual contributor in the US. So then you have to kind of grow your compensation by growing the management responsibility. So then essentially going on a management track, that would make sense. So you see like a wide range. So ICs on average — median, sorry — compensation about one hundred twenty k versus vice president, sort of like at the high end of the range, have a total compensation of two hundred fifty k. And then, of course, you have like a step by step increase from manager to senior manager to director and senior director. And, of course, the same is also true. Just in general, if you look at years of experience, same thing. So outside of the individual contributor perspective, the years of relevant RevOps experience do play a big role. So people who have up to one year of experience make significantly less, so less than half, than people who work in the industry for more than ten years.

Philipp Stelzer: Yeah. If we look at educational budget, out of our almost nine hundred participants, fifty percent have it and fifty percent don't. So, yeah, it's pretty interesting. Not sure what to do about it, but one data point we also found out is that if you have educational budget, you typically make more money, but I think that often has to do with kind of the spending policies potentially. But yeah, that's just guessing. And if we look at stock options, so stock and RSUs, around sixty eight percent have those, thirty percent have none of those. So that's obviously also something to factor in. And then what is most surprising for us is, you know, the work mode. So of our almost nine hundred participants, sixty seven percent work fully remote, twenty five percent work hybrid, and only eight point one percent fully in office. And that is something that, you know, we actually were quite surprised about, which means the dream of being a VP in the US and, you know, living somewhere with a good cost of living is absolutely possible in RevOps to optimize the earning potential. But, like, the — yeah. You know, one explanation here is that a lot of participants are in technology and software companies, and those typically have more remote setups than maybe other industries. But, again, it's an interesting finding. Sixty seven percent work fully remote.

Janis Zech: Yeah. Absolutely crazy number.

Philipp Stelzer: Yeah. And then we already had the key takeaways here. So I think, you know, for the full report, you can really look at it and say, okay. Hey. You know, RevOps really follows the same patterns that you can find also in other roles — geography, years of experience, seniority. Those are obviously key drivers. So, yeah, just keep that in mind. Interestingly, RevOps, as Janis just said, is a position held mostly by people working remotely. I would think it's very interesting. So if that's your thing — definitely is mine. So, you know, this is a good job to have. Also interesting, companies with fifty to five hundred employees, those typically have the highest share of revenue operations professionals. Large enterprise companies, SMBs, they have more of these traditional roles — sales ops, marketing ops — still in their org charts. And those companies that are sort of like Series B, C, D, you know, that high growth companies, they are also more likely to hire RevOps professionals. Which I think also makes sense because if you think about the idea of RevOps really combining the entire customer journey end to end, right, like from marketing, sales to customer success, that notion itself, right, and also the rise of the chief revenue officer really having an end to end responsibility, is something that is probably more seen in really technology and software companies that tend to be a bit smaller than the typical enterprises out there. So I think it's really interesting to see.

Janis Zech: Yeah. For sure. I mean, like, it's something that we always felt was the case, but to have it now confirmed by the numbers, I think is really nice to see.

Philipp Stelzer: Yeah. And then, you know, just keep in mind, obviously, the majority of people who responded to this come from software IT companies, but there are also many respondents outside of these. So from healthcare, finance, media, hospitality. So those also exist.

Janis Zech: Yeah. So you don't have to work in IT and software if you wanna work in revenue operations. So just, you know, broaden your horizon if you come from these industries. Definitely was interesting to me. And also earning potential can actually be higher outside of SaaS. So, you know, just keep that in mind.

Philipp Stelzer: Good. Yeah. That was just a short teaser. Again, for the full report, go to getweflow.com slash resources. Check out our longer video on YouTube. Share the report with your peers and colleagues. One of the key goals really was to promote transparency in compensation. This was really important to us to have a sound methodology. And so hopefully, we achieved this from your perspective. And, yeah, would love if you share it and just spread the word, just spread the message. Thank you very much. That's it from us today.

Janis Zech: Yeah. Have a great rest of the day wherever you are, wherever you listen to us. Thank you very much.

Philipp Stelzer: Thank you so much. Have a good day. Bye.