Account Executive Salary in Augusta: $38,000-$90,000 (2026)

Augusta’s cost of living (COL index ~88) gives account executives meaningful purchasing power compared with coastal markets. Rent for a two-bedroom apartment in desirable neighborhoods typically runs $900–$1,200/month; modest single-family homes often list in the $180k–$280k range depending on neighborhood.

Lower housing costs reduce the pressure on base salary and allow sales professionals to accept slightly lower nominal compensation while retaining healthy disposable income. Commute costs are moderate: average drive times are 20–30 minutes and parking is generally affordable or employer-provided in many commercial corridors.

Grocery and utilities track a bit below national averages, so discretionary income for meals, client entertainment and travel is comparatively higher. For AE roles that include variable compensation (commissions, bonuses), the lower fixed living expenses mean commission spikes translate more directly to improved lifestyle—easier to finance a car, childcare or a modest mortgage on a mid-level AE salary in Augusta than in higher-COL markets.

Salaries for account executives in Augusta reflect a mix of public-sector contracting, healthcare expansion, and regional commercial demand. Major employers—Augusta University/AU Health and Fort Eisenhower—drive B2B purchasing and create roles for AEs focused on healthcare services, IT and defense-adjacent solutions.

Defense contractors and cybersecurity firms supporting Fort Eisenhower increase demand for technically savvy AEs, which pushes top-end compensation for those with relevant domain experience. However, a large portion of the market is regional sales for banks, medical device reps and local software/service providers where budget constraints keep median pay moderate.

Economic trends—steady growth in healthcare facilities, ongoing federal contract cycles, and modest commercial development—produce stable hiring rather than rapid inflation in pay. Employers compensate with performance-based pay (commissions, annual bonuses) and benefits (healthcare, tuition support) rather than large base salary increases, making total-compensation packages highly variable by company and vertical.

Compared to Columbia (COL ~92) and Savannah (COL ~95), Augusta offers slightly lower nominal AE salaries but better relative purchasing power. Columbia and Savannah typically pay $62k–$64k for comparable AE roles, reflecting somewhat higher living costs and larger commercial bases.

Atlanta pays a premium (avg ~$75k) driven by corporate headquarters and larger enterprise accounts, but COL (~110) eats into take-home advantage. Consider commuting or relocating to Columbia or Savannah if the role provides specialized vertical exposure or faster quota attainment; those cities are within a reasonable drive and often have larger regional accounts.

Relocation to Atlanta is advisable for AEs targeting enterprise-level sales, complex SaaS or higher commission ceilings. Remote-work-friendly employers allow Augusta-based reps to serve larger regions; remote roles that pay Atlanta-level compensation are ideal—Augusta residents gain higher real income if they can secure remote pay near Atlanta rates while living in lower-COL Augusta.

Typical progression: entry AE (0–2 years) focuses on inside sales, lead qualification and small accounts; after 2–4 years an AE often moves to mid-level quota-bearing roles with responsibility for a territory or product line; senior AEs (8+ years) manage strategic accounts, enterprise deals or transition into sales management/business development leadership. In Augusta, progression timelines can be slightly longer than in big metros due to fewer large enterprise accounts, but opportunities to accelerate growth exist in defense/cybersecurity and healthcare verticals where domain knowledge is prized.

Gaining certifications (cybersecurity vendor certs, healthcare compliance knowledge), establishing relationships with Fort Eisenhower stakeholders, or demonstrating consistent quota overachievement are the fastest levers for promotion. Lateral moves to specialized vertical teams or joining contractors servicing federal clients often yield the biggest salary jumps locally.

Building a track record of cross-selling into hospital systems or landing multi-year government contracts is particularly valuable.

When negotiating in Augusta, anchor toward competitive local ranges but highlight vertical expertise to push toward regional rates. Reasonable base ranges: entry $36k–$45k, mid $50k–$68k, senior $75k–$95k (use these as negotiation anchors).

Emphasize commission structure clarity (accelerators, cap/no-cap, quota smoothing) and request examples of typical on-target earnings; many employers trade lower base for generous OTE—insist on historical attainment data. Negotiate for benefits that matter locally: flexible remote work (reduce commute), parking stipend, certification reimbursement (healthcare/IT/cyber), and professional development.

Cultural factor: employers in Augusta value long-term relationships—demonstrate commitment to local clients and community ties to gain trust and leverage. For candidates targeting defense or healthcare accounts, use vendor certifications and prior contract wins to justify above-market offers; for smaller firms, ask for equity in startups or accelerated commission tiers to compensate for lower base.