Account Executive Salary in Albany: $45,000-$95,000 (2026)

Albany’s cost-of-living index around 98 means an account executive’s salary stretches slightly further than in coastal metros. Rent for a one-bedroom in Albany city averages about $1,200–$1,500/month depending on neighborhood (Pine Hills and Downtown at the higher end); suburban rents in Colonie or Guilderland are often $1,000–$1,300.

Median single-family home prices in the region are substantially below NYC or Boston, improving mortgage affordability for buyers on mid-level AE incomes. Commute costs are modest: many employers are within a 15–30 minute drive, and CDTA bus passes are inexpensive ($60–$80/month typical), meaning lower monthly transport expenditures compared with larger metros.

For an AE earning the local average (~$65k), discretionary income after housing and transport can support middle-class lifestyle choices—dining out, weekend travel, and saving—so long as student loans or heavy debt aren’t present. Higher COL pockets (Saratoga/Clifton Park) reduce this cushion; location within the Albany metro matters.

Salaries for account executives in Albany reflect a mix of stable public-sector budgets and private-sector growth in healthcare and tech services. Large employers—New York State agencies, Albany Medical Center, GlobalFoundries, regional insurers like CDPHP, and numerous B2B consultancies and marketing agencies—drive steady hiring of client-facing roles.

Public-sector and nonprofit contracts often set baseline pay (moderate, with good benefits), while private-sector roles tied to software, semiconductors, or healthcare can pay premium commissions when quota-bearing. The semiconductor and tech services presence (GlobalFoundries, smaller local software firms) creates demand for AE talent who can sell technical solutions; healthcare/insurer account roles emphasize renewal and relationship management tied to multi-year contracts.

Overall, demand is moderate—enough to support competitive mid-level salaries and commission upside but not at the peak levels of large coastal tech hubs.

Schenectady and Saratoga Springs offer similar markets: Schenectady’s cost index (~97) and average AE salary (~$62k) are slightly lower, while Saratoga’s higher desirability pushes COL (~102) and pay (~$64k) a touch higher. New York City significantly outpaces the region on both pay (~$95k average for account executives) and COL (~138), making NYC attractive only if commission upside or role seniority offsets housing and commute costs.

Commuting into Albany from nearby towns (Troy, Schenectady, Clifton Park) is common and feasible; a short daily commute can yield better affordability than relocating to higher-COL pockets. Remote work: many SaaS and digital agencies now allow hybrid/fully remote AE roles—this can let candidates live in lower-cost nearby towns while capturing higher remote salaries, but employers sometimes peg salary to candidate location, so negotiation is key.

Typical progression in the Albany market: start as a Sales Development Representative or Junior Account Executive (0–2 years), move to a fully quota-carrying Account Executive or Mid-level AE (3–7 years), then advance to Senior AE, Strategic Account Manager, or Sales Team Lead (8+ years). Timeline accelerants include: strong quota attainment and territory growth, closing strategic or enterprise accounts (particularly with state agencies, hospital systems, or semiconductor suppliers), and cross-selling multi-product solutions.

Given the region’s concentration of mid-market and public clients, experience managing RFPs, contract renewals, and procurement cycles is highly valued and shortens time-to-senior roles. Transition paths into higher pay often involve moving from transactional B2B deals to larger, multi-year contracts or into vertical-focused AE roles (healthcare tech, government contracting), which command higher base and commission structures locally.

When negotiating in Albany, be explicit about total compensation: base, on-target earnings (OTE), commission cadence, accelerators, quotas, and benefits. Reasonable base ranges to request: entry $42k–$50k, mid $55k–$75k (with realistic OTE around $80k–$100k), senior $80k–$110k (OTE $120k+ in enterprise roles).

Emphasize local cost savings (lower housing/commute) as leverage for asking for a stronger commission plan or signing bonus rather than just higher base if the employer is budget-conscious (common among public-sector and non-profit employers). Negotiate benefits that matter in the region: flexible/hybrid work (reduces commute costs), paid time aligned with state fiscal cycles, professional development stipends (for vertical certs), parking or transit subsidies, and clear ramp/quota timelines.

For state-contracted deals, highlight experience with procurement/RFPs and reference specific wins in regional healthcare or government accounts to justify premium pay.