Account Executive Salary in Asheville: $40,000-$100,000 (2026)

Asheville's cost-of-living index around 95 means account executives generally get more purchasing power here than in larger NC metros. Typical one-bedroom rents in central Asheville range $1,100–1,600/month (2025 market snapshot); a 2‑bed outside the core runs $1,400–2,000.

Housing is the largest driver: while home prices have risen, median single-family prices still sit below Charlotte/Raleigh by roughly 10–20%. Commute costs are modest—average drive times are 15–30 minutes and gas/public transit expenses are lower than in major metros—so mileage reimbursements or modest transit stipends go further.

For an AE earning the local average (~$62k), after typical taxes and standard benefits, discretionary income covers midrange dining and weekend activities common in the region but can be tight for saving aggressive down payments if supporting a family. Private daycare and specialized healthcare can push budgets higher; many AEs offset this with hybrid schedules, commission upside, or shared housing in nearby suburbs.

Salaries for AEs in Asheville reflect a mixed economy: strong hospitality and tourism activity, a growing but small cluster of B2B SaaS firms, and a sizable healthcare sector (Atrium Health/Mission Hospital and related clinics). Hospitality sales roles (hotel group sales, event venues) often pay base salaries on the lower end with commission upside during tourist season; conversely, regional B2B software and healthcare vendor roles offer higher base pay and performance bonuses.

The city’s smaller corporate footprint means fewer large national quotas that would drive top-tier pay seen in Charlotte or Raleigh. However, competition for experienced AE talent with tech and healthcare experience has pushed mid and senior salaries up in recent years.

Seasonal hiring cycles and many small-to-medium employers create steady moderate demand rather than the intense volume found in major metros.

Compared with Charlotte and Raleigh, Asheville pays lower base salaries for account executives (average ~$62k vs. $75–80k), but its COL index (~95) is also lower.

If your priority is top base pay, relocation to Raleigh/Charlotte yields higher salary but also higher housing costs and longer commutes. Greenville, SC, is cheaper overall but tends to pay less than Asheville.

Commuting into Asheville from surrounding towns (Hendersonville, Weaverville) is common; daily commutes remain feasible. Remote work changes the calculus: AEs at national SaaS firms often sell remotely to larger territories while living in Asheville to benefit from lower housing costs; employers may adjust pay based on company policy (geo-adjusted pay) — expect a 5–15% variance depending on employer.

If you value lifestyle, smaller housing costs, and local culture, Asheville can be a good tradeoff even with slightly lower nominal pay.

Typical progression: entry-level AE (0–2 years) starts around $42–48k base with modest commission as they learn territory management and CRM tools (Salesforce/HubSpot). After 3–5 years, a mid-level AE who consistently hits quota moves into the $60–70k base range plus escalating commission and larger accounts.

Senior AEs (8+ years) who manage strategic accounts, lead renewal/transformation deals, or transition into enterprise territory can reach $80–100k+ base in regional employers or national firms with local reps. Accelerators: specialization (healthcare or SaaS verticals), a proven book of business in the Southeast, strong referral networks with local institutions (health systems, hospitality groups), and familiarity with regional procurement cycles.

Lateral moves into small sales leadership (team lead, AE manager) often occur around 5–8 years and add managerial stipend or uplift of 15–30%.

When negotiating in Asheville, anchor to regional comparables: ask for $60–70k base for mid-level AE roles, $80k+ for senior roles, and $42–50k for entry-level, then layer in commission structure clarity. Emphasize local wins (relationships with Buncombe County institutions, hospitality group contacts, regional healthcare familiarity) and the ability to operate hybrid/remote if that expands your territory—this can justify higher quotas and compensation.

Common benefits to negotiate: accelerated commission ramp (90 days), higher OTE caps, mileage or car allowance (many territories are field-heavy), flexible schedule for tourist season peaks, and professional development stipends for industry certifications. Cultural note: Asheville employers value local community involvement and long-term relationship building; demonstrating local network and community ties can be persuasive in securing both higher base and better long-term commission splits.