In a recent webinar hosted by RevOps Co-op, industry experts Jose Aleman (VP of Go-to-Market Excellence at Everstage), Matt Lauer (Director of RevOps at Consensus), and Jesse Meller (Head of Sales Operations at Canary Technologies) dissected these findings and shared insights that every RevOps professional needs to understand.
The data reveals that RevOps is no longer a flat career track. Professionals with 10+ years of experience earn almost double what their peers in the 0-3 year bracket make, signaling the field's maturation from support function to strategic executive track.
"We're seeing that RevOps has matured from a support function into more of a strategic executive track." - Jose Aleman
This shift aligns with external market benchmarks showing director and RevOps leaders commanding median total compensation between $187,000 and $300,000+ at top firms.
However, there's an important caveat for those entering the field. While the ceiling is high, entry-level RevOps professionals start in the $85,000-$125,000 range—still competitive, but with a gap compared to hot AI and machine learning roles that start at $170,000-$200,000.
The key insight? As professionals advance to senior management roles, the nature of their work fundamentally changes. Senior RevOps leaders often evolve beyond traditional operations into chief-of-staff roles supporting CROs or CFOs, focusing on strategic revenue planning rather than tactical execution.
Perhaps the most striking finding from the 2026 report is the emergence of an "AI premium" in RevOps compensation. Professionals who can build with AI—not just use it—are seeing significant salary advantages over their peers.
"There's a pretty significant divide between people who are just using AI versus people who are able to build with AI. If you're able to do higher level things, you're gonna be able to command a higher premium." - Matt Lauer
The data shows AI-fluent RevOps professionals earning up to $60,000 more than generalists, with specialized "AI Ops" roles commanding around $200,000 compared to $140,000 for traditional generalist positions.
But both Lauer and Meller emphasized a crucial point: AI success requires solid fundamentals.
"Process before automation. Organizations that are looking at AI as the new trend without having their processes identified are gonna create more work for themselves in the long run." - Jesse Meller
This aligns with broader trends we're seeing in RevOps technology management, where successful implementations require strong foundational processes before layering on advanced tools.
Contrary to the return-to-office narrative dominating headlines, the 2026 RevOps Salary Report reveals that remote operations professionals are actually out-earning their onsite peers. This likely correlates with the types of companies offering remote work—modern, high-margin SaaS companies that tend to pay the most are also more remote-friendly.
"Companies are paying premiums, paying New York, San Francisco, London-based anchored salaries to secure top talent regardless of location." - Jose Aleman
Meller, who operates in a hybrid model, noted the value of in-person collaboration.
"Having that brain trust come together in a room and whiteboard the crap out of a problem... I think it's super valuable for not just organizations, but for people in their own growth and development." - Jesse Meller
For fully remote teams, Lauer recommended leveraging digital collaboration tools and making the most of in-person opportunities.
"Find conferences and events to go to as a team, and use that time to whiteboard things you haven't been able to whiteboard." - Matt Lauer
This trend reflects broader changes in how companies structure their revenue operations teams and evaluate talent based on output rather than location.
One of the most encouraging trends for RevOps professionals is the expansion of equity compensation beyond traditional executive roles. The report shows 76% of organizations are holding headcount steady while using equity as a retention and attraction tool.
"Gone are the days where meaningful equity packages are reserved for executives or the sales jocks. The play callers, the folks behind the scenes that are enabling that type of success, are getting our opportunity to become part owners within an organization." - Jesse Meller
This shift reflects the growing recognition of RevOps as a value-driving function rather than a cost center. However, Meller cautioned that equity comes with considerations.
"It's not money in hand, it's not cash. It's the promise of something in the future." - Jesse Meller
The trend toward equity compensation also highlights the importance of building strong business cases for RevOps initiatives and demonstrating clear ROI to leadership.
The data clearly shows that the biggest compensation jump in RevOps comes from team leadership. Managers and directors consistently out-earn even senior individual contributors, reflecting the multiplier effect of leading teams.
"Managers are paid for the output of the team, not just their own work. In a world where companies are trying to keep headcount stable, managers that can get more efficiency out of even small teams can be worth a lot more." - Jose Aleman
However, this transition comes with challenges. Many RevOps managers find themselves doing both management and IC work, leading to potential burnout. The key is ensuring companies support the transition properly and that the added stress warrants the compensation increase.
For those considering the leadership path, understanding territory design and change management becomes crucial, as does developing skills in customer onboarding optimization and cross-functional collaboration.
Despite all the talk about AI and automation, the report reveals a sobering reality: many RevOps teams are still mired in manual processes. The data shows that roughly half of organizations still rely on Excel-based calculations and email-based approval processes.
"Everything on this list could be fixed or at least mostly fixed without the use of AI. It just requires good data, good process, good system governance." - Matt Lauer
This creates both a challenge and an opportunity. Teams that can eliminate these manual bottlenecks—whether through AI or traditional automation—position themselves for significant competitive advantages.
The persistence of manual work also explains why sales forecasting accuracy remains a challenge for many organizations, and why tools like mutual action plans and digital sales rooms are becoming essential for modern revenue teams.
The report reveals significant compensation variations across regions and industries. SaaS and technology companies pay approximately 19% above baseline, while manufacturing and logistics lag behind. Geographic differences also persist, though the remote work trend is helping to level the playing field.
These variations highlight the importance of understanding your market position and the value of specializing in high-growth sectors. For professionals in traditional industries, developing expertise in modern RevOps practices can provide a pathway to higher compensation.
The 2026 RevOps Salary Report paints a picture of a field in transition. Success increasingly depends on three key factors:
For those looking to advance their careers, the message is clear: invest in developing strategic thinking, build AI competencies on a foundation of solid processes, and consider the leadership track if you're interested in maximizing earning potential.
The RevOps field continues to evolve rapidly, and those who can adapt to these changes while maintaining focus on fundamental operational excellence will find themselves well-positioned for success in 2026 and beyond.
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