Chief Revenue Officers (CROs) have become some of the most valuable and expensive hires in tech. As businesses look to stabilise growth and navigate tougher markets, the demand for senior commercial leadership has bounced back.
According to The Benchmark Sales Salary Index for 2025, CRO and other revenue-leadership salaries have remained strong, even after 18 months of uncertainty across sales and marketing teams. Companies are still willing to pay for leaders who can deliver measurable growth, lead large teams, and drive retention in cautious markets.
So, what’s driving those six-figure salaries, and what should employers expect to pay?
The Average CRO Salary in 2025
CROs in the UK typically earn between £220,000 and £260,000, with double OTE and likely equity. At the lower end, smaller or region-specific organisations may start salaries closer to £200,000, while high-growth, VC-backed, or global companies are offering £280,000+ for proven commercial leaders.
That’s before bonuses, which are often linked to company-wide revenue performance or EBITDA.
What Drives Higher CRO Salaries?
The guide highlights several factors that push salaries to the top of the range:
Revenue Growth Experience
CROs who’ve taken a company from £20m to £50m, or scaled revenue into the hundreds of millions, command the highest salaries. A proven track record of sustainable growth is the most valuable currency.
Team Size and Sales Complexity
Leading large, enterprise-focused sales teams typically pays more than managing smaller, transactional ones. Salary reflects the scope and complexity of the revenue model.
Global vs Regional Scope
CROs overseeing global operations are paid significantly more due to the added complexity of multiple markets, compliance requirements, and cultural nuances.
Industry and Customer Profile
Selling into complex or regulated sectors such as financial services, defence, or government drives higher compensation. CROs with enterprise client exposure are especially in demand.
Funding and Ownership Structure
VC-backed or PE-funded companies often pay higher salaries and include equity, while privately owned firms may offer stronger long-term incentives and better work-life balance.
Direct Experience Fit
Employers will pay a premium for CROs who’ve worked in the same market, vertical, or sales model, particularly in SaaS, cybersecurity, or digital transformation.
Beyond Salary: The Role of Equity and OTE
CRO packages almost always include performance-based bonuses and equity.
Double OTE (on-target earnings) is standard, meaning a CRO earning £250,000 base could earn up to £500,000 in total annual compensation.
Equity is common in growth-stage businesses, where commercial leaders are incentivised to drive long-term value creation.
Well-structured packages balance short-term performance with longer-term commitment.
Why Hiring the Right CRO Matters More Than Ever
After a period of caution, 2025 has seen leadership hiring return to the agenda. Businesses are reinvesting in CRO, CCO, and VP-level roles to support scale, strategy, and retention.
A great CRO doesn’t just own revenue, they shape culture, customer success, and cross-functional collaboration between sales, marketing, and product. That’s why companies are paying premium salaries for proven, strategic leaders.
How Employers Can Stay Competitive
If you’re hiring a CRO or other senior commercial leader this year:
Benchmark your offer. Use up-to-date data (like our 2025 Sales Salary Index) to stay competitive.
Be transparent. Clear bonus and equity structures attract better candidates and speed up offers.
Move fast. CRO-level candidates often have multiple opportunities; a delayed process can lose top talent.
Work with specialists. A tech sales recruitment partner can help you access proven leaders and negotiate packages that reflect market reality.
The Takeaway
CRO salaries in 2025 reflect both the pressure and potential of revenue leadership. Companies are willing to invest heavily, but only in people who can deliver sustainable growth in complex markets.