Salary Report 2026 Breakdown: What Are Cybersecurity Companies Paying?
Hiring in cybersecurity isn’t getting any easier. Competition for specialist talent remains high, expectations are constantly evolving, and knowing what you offer can make the difference between securing the right person and losing them to another business.
But what are cybersecurity companies actually paying their people?
We've analysed our 2026 recruitment activity at Aspiron Search to get a clearer picture of salaries across the cybersecurity market, and some of the findings might surprise you.
Our first Salary Benchmark Report brings together 100+ verified market data points, covering closed placements, live search mandates and direct candidate conversations across Seed to Series B companies.
Short on time? We've pulled together some of the biggest findings and key takeaways below.
1. Funding stage doesn't determine salary
There's a common assumption that salaries increase significantly as a business moves from Seed through to Series B. You might expect a Series B company to pay considerably more than an early-stage startup.
Our data tells a different story.
Median base salaries range from $167.5K at Seed to $175K at Series B. That's a difference of less than 5%.
So, what actually drives salary expectations?
The role itself, the experience required and how difficult the talent is to find. For founders, this means building your hiring budget around the people you need, rather than assuming your funding stage will dictate what you have to pay.
2. Sales Engineers command the highest base salaries
One of the biggest findings from the report was that Sales Engineers have the highest median base salary across the GTM roles we benchmarked, at $215K.
That's higher than Sales Directors and Marketing roles, both sitting at $180K.
Why? Finding someone who can understand complex cybersecurity products and communicate their value to technical buyers isn't straightforward. The combination of technical knowledge and commercial ability makes this talent particularly difficult to secure.
For businesses hiring in this area, getting the compensation package right from the outset is particularly important.
3. OTE can look very different depending on the role
Base salary is only part of the picture, especially when hiring commercial talent.
Our report highlights two different approaches to compensation across GTM roles.
Account Executives and Founding AEs typically have an OTE of around twice their base salary. For example, a Founding AE has a median base of $150K and an OTE of $300K.
Sales Engineers have a different structure, with a $215K base and $302K OTE.
This reflects how different roles contribute to revenue and how much of their compensation is tied to performance.
For founders, it's important to understand what candidates are actually comparing when they receive an offer. A competitive base salary doesn't automatically mean a competitive overall package.
4. Equity is becoming an important part of the conversation
When cash compensation reaches its limits, equity can become an important part of attracting the right people.
Our findings show that equity was raised as a deciding factor in 31% of candidate conversations, particularly among technical and senior-level talent.
We also found that recorded equity grants were more than twice as common in engineering placements (67%) as in GTM sales placements (30%).
For early-stage businesses, this is worth considering. Equity shouldn't simply be an afterthought added to an offer. It can be an important part of the conversation, particularly when competing for specialist talent.
5. Where is hiring demand highest?
Looking at our live recruitment mandates, four roles accounted for 54% of all active briefs:
- Account Executives: 16%
- Sales Directors: 14%
- Enterprise Account Executives: 12%
- Sales Engineers: 12%
This gives a useful indication of where early-stage cybersecurity businesses are investing in their teams.
Building a strong commercial function remains a priority, but the competition for experienced sales talent means companies need to think carefully about both their hiring strategy and compensation packages.
What does this mean for cybersecurity founders?
The biggest takeaway from our 2026 Salary Benchmark Report is simple: don't budget for talent based on your funding round. Budget based on the role you need to fill.
Understanding what the market is paying, where competition is highest and what candidates value can help you make more informed hiring decisions.
Whether you're making your first commercial hire or building out an established GTM team, getting the benchmark right before going to market can save time, money and a lot of unnecessary back-and-forth.
Want to understand what your next hire should cost?
Our 2026 Salary Benchmark Report gives you a closer look at cybersecurity compensation across funding stages, roles and functions.
If you're planning your next hire, speak to the team at Aspiron Search for tailored salary benchmarking and market insight.
FAQs
How much do cybersecurity companies pay their employees in 2026?
Salaries vary depending on the role, experience and level of specialisation. Our 2026 benchmark found median base salaries ranging from $150K for Founding Account Executives to $215K for Sales/Solutions Engineers across the GTM roles analysed.
Does funding stage affect cybersecurity salaries?
Not as much as you might think. Our research found that median base salaries varied by less than 5% between Seed and Series B companies. The role itself and availability of specialist talent had a greater influence on compensation.
Which cybersecurity roles have the highest salaries?
Sales/Solutions Engineers had the highest median base salary in our GTM benchmark at $215K, followed by Sales Directors and Marketing roles at $180K.
What is the difference between base salary and OTE?
Base salary is the guaranteed annual pay an employee receives. On-Target Earnings (OTE) includes base salary plus the additional variable compensation they would earn if they achieved 100% of their targets. Equity is not included in OTE.
How important is equity when hiring cybersecurity talent?
Our research found that equity was raised as a deciding factor in 31% of candidate conversations, particularly among technical and senior-level talent. For early-stage businesses, equity can be an important part of building an attractive compensation package.
Where can I find cybersecurity salary benchmarks for 2026?
You can explore the full Aspiron Search 2026 Salary Benchmark Report for a breakdown of compensation across GTM, sales, marketing and engineering roles, including salary comparisons by funding stage.
Explore the full Salary Benchmark Report