Account Executive Salary in Austin 2026: $55,000-$150,000 (2026)

Austin sits slightly above the U. S.

average for cost of living (index ~104). For an account executive this mainly shows up in housing: a one-bedroom apartment in central Austin rents around $1,700–$2,200 (2025 market median), while suburban areas like Round Rock or Pflugerville drop to $1,400–$1,700.

Home prices have moderated but remain elevated versus many Texas markets. Commuting costs vary: many AEs budget for 8–18 miles of driving per workday; expect $150–$300/month in fuel and maintenance if commuting, more if parking fees apply downtown.

Lifestyle affordability is mixed: dining and entertainment are competitive but not cheap; coworking or client entertainment costs are higher downtown. Practical effect: a $95k nominal salary buys less absolute disposable income here than in San Antonio; many AEs factor housing location, employer commuter benefits, and equity/commission upside when evaluating offers.

Austin’s AE salaries are pulled up by a dense cluster of enterprise and mid-market SaaS companies and large tech employers (Dell, Oracle, Google, Salesforce, Atlassian, Amazon). These firms compete for reps who can sell cloud, analytics and HR tech into regional and national accounts.

The city's continued tech migration and startup growth have maintained high demand for quota-carrying sellers. Additionally, many venture-funded startups base sales teams in Austin to access talent without Bay Area salary premiums; they offer variable compensation (higher OTE upside, equity), which elevates market medians.

Local economic trends — corporate relocations, increased cloud spend, and strong SMB/enterprise pipelines — keep hiring active, especially for AEs who can handle demos, complex contracting, and territory expansion. Seasonal hiring peaks align with Q4 budgeting and post-Q1 growth cycles.

Compared to Dallas (COL ~101) and Houston (COL ~99), Austin pays approximately 5–8% more for comparable AE roles; San Antonio lags further (COL ~94) and typically pays 15–20% less. Commuting from suburbs (Round Rock, Cedar Park) can reduce housing cost pressure while preserving Austin market pay; remote or hybrid roles may allow living in lower-COL cities while earning Austin-level compensation but expect some employers to pro-rate pay based on residence.

Relocate if you prioritize city amenities, networking with tech buyers, or target employers based in Austin; consider commuting or moving to Dallas/Houston for lower housing costs if you prefer higher take-home consistency. For fully remote AE roles, negotiate to keep Austin market OTE rather than national remote comp floors, especially for high-performing quota carriers.

Typical progression: SDR/BDR (0–2 years) → Junior Account Executive (0–2 years) → Mid-level Account Executive (3–7 years) → Senior/Enterprise AE (8+ years) or Team Lead/AM/Manager. In Austin, strong performers can accelerate: a top-performing AE can move from entry to mid-level within 2–3 years by exceeding quota consistently and demonstrating pipeline creation and upsell ability.

Transition into enterprise motion or strategic accounts usually requires 5–7 years and a track record of complex deal closings. Promotions are often tied to quota attainment, cross-sell success, and ability to own larger ACVs (average contract values).

To accelerate locally, build relationships with local procurement and tech buyer communities, gain vertical specialization (fintech, HR tech), and leverage mentorship programs many Austin companies run for sales talent.

Be explicit about base vs commission and OTE. Reasonable base ranges in Austin: Entry $50k–$65k, Mid $75k–$100k, Senior $110k–$140k; OTE typically 1.

25x–1. 75x base depending on role.

Negotiate guaranteed commission for the first 3–6 months if switching companies or if territory requires ramp. Ask for clarity on quota, ramp quotas, accelerators, SPIFs, and cap structure.

Common benefits to negotiate: signing bonus (4–8 weeks’ pay), relocation or housing stipend, flexible/hybrid work, increased vacation, equity or refreshers for startups, and defined promotion/comp review timelines. Cultural tip: Austin reps value transparency and speed — present clear metrics (pipeline coverage, historical attainment) and be prepared to reference local comp data and specific wins with regional buyers to justify higher offers.