Use this as a working guide, not a passive read. Skim the sections, copy the frameworks, then connect the advice to a real role, interview, call, or account you are working on this week.
A Chicago SDR salary cannot be judged from OTE alone. Treat every offer as a set of operating assumptions: guaranteed cash, variable mechanics, quota, ramp, territory, benefits, and the evidence that reps actually reach the stated result.
Illinois requires covered job postings to include pay scale and benefits. The Illinois Department of Labor explains the scope and current requirements. A posted range is a useful starting point, not proof of what you will earn.
Normalize the Offer
Build one table with base salary, target variable, OTE, pay frequency, quota, commission rate or crediting rule, ramp guarantee, benefits cost, equity, and required office days. Ask whether the quoted OTE assumes a fully ramped year.
Calculate three cases:
- Floor: guaranteed cash plus only documented guarantees.
- Expected: base plus variable multiplied by a defensible attainment assumption.
- Target: base plus full target variable.
For example, a $62,000 base and $28,000 variable produces a $90,000 target OTE. At a hypothetical 70% attainment assumption, expected cash is $81,600 before benefits and taxes. The assumption is yours to test; it is not a prediction.
Test the Inputs
Ask the manager what percentage of fully ramped reps reached quota in each of the last two quarters, how many reps were included, whether the territory is inherited or built from zero, and what disqualifies an account. Ask for the written compensation plan before accepting when possible.
Chicago Offer Scorecard
Score each from 1–5 and attach evidence: guaranteed cash, attainable variable, ramp protection, territory quality, manager coaching, promotion evidence, benefits, commute burden, and role stability. A high OTE with weak territory evidence should not outrank a slightly lower offer with clear mechanics.
Questions Before You Sign
- Does Illinois or another location determine the posted range?
- Is commission capped, recoverable, or subject to thresholds?
- What happens when meetings cancel or opportunities are rejected?
- Are quota and territory changed during ramp?
- How are leaves, holidays, and training handled?
Compare the same offer with the New York City SDR salary framework and remote SDR salary guide, then use the sales compensation red-flags checklist before negotiating.