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.
San Francisco SDR offers often combine a wide salary range with variable pay, equity, and hybrid expectations. A headline OTE is not the same as expected cash, and a posted range is not a promise that every candidate will receive its midpoint.
Read the Disclosure Correctly
California's Equal Pay Act guidance explains employer pay-scale obligations. Use the current posting as evidence, ask what the range represents, and verify whether it covers base salary or total compensation. Do not assume the top of the range is available for an entry-level hire.
Build a Compensation Model
Record base, variable target, OTE, ramp guarantee, quota, thresholds, accelerators, caps, equity type, vesting, exercise terms, benefits, office days, and territory.
Model expected cash at several attainment levels:
Expected cash = base + (target variable × expected attainment)
Treat equity separately. Ask for grant type, number of units or options, vesting schedule, strike price where applicable, and the information the company is permitted to provide. Do not treat a private-company grant as cash.
Verify Attainment and Territory
Ask for median attainment among fully ramped reps, percentage at quota, eligible headcount, meeting acceptance rules, territory design, and recent changes. A high OTE with a thin or frequently reassigned territory may have lower expected value than a smaller but credible plan.
Include Hybrid Costs
Estimate commuting, meals, time, and any relocation difference. Compare health premiums, retirement contributions, transit benefits, and equipment support. Keep a guaranteed-cash view and a total-opportunity view.
Negotiation Order
Clarify role level and range placement first. Then discuss base, signing support, ramp guarantee, equity, start date, or an earlier compensation review. Use evidence from the role and your qualifications; do not bluff about competing offers.
Use the remote SDR salary guide, compare the Austin SDR salary framework, and review sales compensation red flags before signing.
Normalize Other Offers
Apply the same offer math to Chicago and Boston, then use the entry-level compensation guide to check whether the role is leveled consistently.