Account Executive Salary in Akron: $40,000-$95,000 (2026)

Akron's cost-of-living index (~85) gives account executives more disposable income relative to peers in larger metros. Rent for a 1–2 bedroom typically runs $700–$1,200/month in neighborhoods like Highland Square, Firestone Park, or near the University of Akron; suburban areas in Bath or Hudson are higher but still below national averages.

Mortgage payments for an average Akron home are substantially lower than in Columbus or Cleveland suburbs, which reduces housing-related stress for mid-level and senior AEs. Commute costs are also modest: typical round-trip fuel and maintenance for a 20–30 minute suburban commute average $80–$150/month, and public transit options exist but are limited compared with major cities.

For an AE earning $58k–$85k, dining out, gym membership, and modest entertainment are affordable; families see particular benefit from lower childcare and housing costs. The net effect: Akron salaries stretch further for everyday expenses, allowing more savings or investment even when base pay is below national sales-market peaks.

Local salary levels reflect Akron’s industrial mix and employer scale. Large legacy employers such as Goodyear and FirstEnergy anchor demand for B2B and channel sales roles focused on fleet accounts, utilities, and vendor partnerships; healthcare systems (Summa Health) and the University of Akron create steady institutional procurement and vendor-sales needs.

Manufacturing suppliers and logistics firms recruit AEs to manage regional distributor relationships and enterprise accounts but often budget conservatively compared with national SaaS firms. In recent years, modest tech and SaaS growth (local startups, regional offices of national vendors) has raised mid-level AE pay where solution sales require product knowledge.

Economic trends — moderate manufacturing reinvestment and expansion in healthcare services — drive steady but not explosive hiring. As a result, pay is competitive regionally (moderate demand) but typically lower than coastal SaaS markets; variable comp and account territory size account for much of the pay dispersion.

Compared with Cleveland (COL ~92) and Columbus (COL ~100), Akron offers lower base salaries but meaningfully lower housing costs. A typical AE salary in Akron ($60k) vs Cleveland ($65k) yields similar or better net position when factoring rent differences; relocating to Columbus raises base pay (~$70k) but also costs.

Canton has similar pay and a slightly lower COL, making it an easy commute or relocation option for those living south of Akron. Commuting into Cleveland or Canton is viable for AEs targeting higher commissions or larger enterprise accounts — daily commutes from Akron to Cleveland are 30–50 minutes depending on traffic — but long-term relocation decisions should weigh higher taxes, rent, and childcare in larger markets.

Remote or hybrid roles from national SaaS firms can be the fastest route to above-market compensation while allowing employees to keep Akron’s lower living costs; negotiate location-based adjusted target earnings and ensure OTE/accelerator structures reflect territory potential.

Typical progression: entry AE (0–2 years) learns local verticals — manufacturing suppliers, healthcare vendors, or insurance-related B2B sales — and focuses on lead qualification and smaller regional accounts. Mid-level AE (3–7 years) manages larger territories, renewals, and strategic accounts; this is where earnings rise materially via quota attainment and expanded responsibilities (team upselling, cross-sell into healthcare systems or university contracts).

Senior AE (8+ years) often leads major enterprise or national accounts, mentors juniors, or moves into sales leadership or account management director roles. Time-to-promotion in Akron is usually 2–4 years between steps if quota is met; accelerators include industry specialization (e.

g. , medical device or fleet services), strong CRM/process skills, and demonstrated ability to close multi-year deals with local institutional buyers.

Transitioning to SaaS or regional/national account roles (higher pay) often requires building a track record of consistent quota over 2–3 years and developing consultative selling skills.

When negotiating an AE offer in Akron, anchor to local benchmarks: entry $40k–45k; mid $50k–65k with realistic OTE; senior $80k–95k plus equity or bonuses if at a growth-stage firm. Emphasize territory potential and recent wins to push base and OTE.

Request clear quota definitions, ramp periods (usually 3–6 months), and accelerators for overperformance — 10–25% higher accelerators are reasonable for higher-margin product sales. Benefits matter: negotiate for paid training, travel allowance (mileage reimbursement or car stipend for field roles), flexible/hybrid work, and enhanced healthcare or retirement matching, which materially affect total compensation in a lower-COL city.

Cultural tips: regional employers value local relationship-building and tenure; demonstrate existing local networks (manufacturing, healthcare, university procurement) to justify higher targets. If recruiting remotely from national firms, ask for location-based OTE adjustments or protection against territory shrinkage that would dilute commissions.