Here are some considerations when hiring talent to scale your business:

- Push yourself and your peers to be open-minded. If, for example, you need to hire a Regional Sales Manager to cover Enterprise Accounts in Boston, does that person need to know cybersecurity? If they have a proven track record of selling to CIOs and building a greenfield territory, does it matter that they aren’t plugged in with CISOs?

- Pay attention to a candidate’s eagerness and drive – sometimes this is more important than what they’ve done on paper. Consider candidates who might be looking for a step up into the role. This will widen your talent pool, increase the volume of applications you receive, reduce your time to hire, and likely, improve your chances of retention. This saves you time and money in the long run.

- Consider hiring for ‘culture add’, rather than ‘culture fit’ – this is true inclusion. A workforce full of clones is not the right recipe for building high-performing teams. The more diversity you have, the more likely your organization can innovate, transform, and grow. 

There is likely an ideal profile that a hiring manager has in mind, some notion of a perfect candidate that ‘checks all the boxes,’ but, in my experience, it pays to take a step back and challenge our own biases.

Sales, Marketing, Customer Success professionals, and the startups hiring them, always ask for our advice when it comes to compensation.

With our specific expertise and market knowledge, we are in a strong position to provide salary and overall compensation guidance for ‘go to market’ roles within cybersecurity across the US. 

Our comprehensive guide provides salary ranges for permanent roles – with which we have the most experience – and is based on job listings, job offers, and candidate registrations.

If you are looking to hire, our guide will help you budget. If you’re looking for an external perspective on how well you are compensated, it will help you benchmark.

We have separated our salary tables into a few areas: C-Suite, Sales, Channel & Alliances Sales Engineering, Customer Success, Marketing and Sales Operations & Enablement. As a brief key, Vice President is 2nd line management whereas Director is 1st line.

Base salary ranges are for experienced hires and total compensation ranges do not include stock options / equity. They don’t pay the bills unless your employer has a successful exit, so we have focused on cash compensation only. We have also assumed ‘remote first’ or ‘territory based,’ as the location is less of a consideration these days!

It is worth mentioning that if you are looking to hire ‘on-site’ talent tied to a specific office, you will likely need to pay a premium of an extra 10% or more or be willing to sacrifice on quality.