Same quota, same Pacific hours, a fraction of the Bay Area cost. We source currently-employed operators in India who already sell to American buyers.
A sales recruitment agency in San Francisco that recruits from India places go-to-market talent, sales development reps, account executives, customer success managers and revenue operations, who sit in India and sell to United States buyers on Pacific hours. The cost gap is the whole reason it works. A San Francisco account executive earns roughly $107,500 base and about $200,000 on target, and can run to $290,000 total at the top of the range. A sales development rep in the Bay Area runs $60,000 to $85,000 base and about $85,000 to $110,000 on target. The comparable seats in India cost about $22,000 to $42,000 and $8,000 to $18,000 fully loaded.
The Bay Area raised more venture capital than any other United States region in 2025, so the buying side is the densest software market in the country and the salary floor is the highest in it. GTMly recruits into that gap on contingency: nothing is payable until you hire. We do not place people on the ground in San Francisco. We place India-based operators who have already carried a US quota and can work Pacific time.
It screens for the American buyer and for the Pacific-hours reality, not just for a resume. A rep who has only sold to Indian mid-market will not survive a Bay Area enterprise cycle, so every candidate we send has carried a US quota and can show attainment against it.
Sitting on a US account team is not the same as owning the number. We ask for territory, quota, attainment and two deal walkthroughs before a candidate reaches your inbox.
San Francisco hours from India mean roughly a 9:30pm to 5:30am India shift, harder than an East Coast one. Some strong candidates will not do it. We screen that out at the first call rather than at your offer stage. More in our guide to working US hours from India.
Most of a Bay Area sales cycle happens in email and Slack with a technical buying committee. We test written follow-up on a live scenario, not accent.
A San Francisco OTE pasted into an Indian offer letter breaks. We help set base and variable at Indian market rate with a US-style accelerator so the plan actually motivates.
Roughly five to nine times more in San Francisco. An account executive costs about $200,000 on target in the Bay Area, and up to $290,000 at the top end, against $22,000 to $42,000 all in for a comparable operator in India. A sales development rep costs about $85,000 to $110,000 against $8,000 to $18,000.
| Seat | San Francisco, annual on target | India, annual all in |
|---|---|---|
| Sales development rep | $85,000 to $110,000 ($60,000 to $85,000 base) | $8,000 to $18,000 (7 lakh to 15 lakh) |
| Account executive | About $200,000 median, to $290,000 ($107,500 base) | $22,000 to $42,000 (18 lakh to 35 lakh) |
| Customer success manager | $130,000 to $180,000 | $12,000 to $24,000 (10 lakh to 20 lakh) |
| Revenue operations | $125,000 to $220,000 by level | $13,000 to $30,000 (11 lakh to 25 lakh) |
Two things to hold in mind. Ranges in India widen fast at the enterprise end, where an account executive selling six figure US contracts can clear 50 lakh, and a San Francisco seat carries payroll tax, benefits, equity and desk cost on top of the numbers above. The full build order and pod economics are in hire a US sales team from India.
Mostly venture-backed software and AI companies between Series A and Series C, where a full Bay Area sales pod is the largest line item on the plan. San Francisco is the densest startup market in the world, so the cohort is large and the pressure to extend runway between rounds is constant.
The most common profile. They have product market fit and a repeatable motion, and want three more sellers without adding $700,000 of Bay Area payroll.
Two of the most active San Francisco funding categories. Technical, committee-heavy cycles that reward disciplined pipeline work over proximity to the buyer.
The easiest version of this. Entity, payroll and a manager are already in place, so the only new thing is the GTM seat itself.
No venture money, so every hire has to pay for itself inside a quarter or two. India comp makes that math close in a market where it otherwise never does.
Intake, then direct sourcing at peer companies, then a screened shortlist of two to three, usually inside a week to a week and a half. We work contingency, so there is nothing payable until someone signs.
Who signs the contract in your market, what the average contract value is, how long the cycle runs, and what the last person in the seat got wrong.
Indian software companies selling into the United States, plus the India arms of US firms. That set, not job boards, is where people with real US quota history sit.
The operators worth hiring are employed and not applying. Direct outreach is the only way to reach them, which is what a GTM recruiter is actually for.
Quota carried, quota hit, deal sizes, cycle length, whether the motion matches yours, and whether they will genuinely work a night shift. We cut hard here so you interview three people, not thirty.
We hand over the shortlist with notes and comp expectations. You interview on your process and make the call.
One California specific note: state law requires employers with 15 or more employees to include a pay scale in job postings for roles that could be filled in California, so your public ranges are visible to every candidate you speak to. That governs what you publish for your California seats, not a team you build in India through a search. The rule is on the California Civil Rights Department site.
Tell us the role, the buyer and the territory. We come back with 2 to 3 vetted, currently-employed operators in India who have carried a US quota and can work Pacific hours, usually within a week to a week and a half. Contingency, so there is no cost until you hire.
No. GTMly is a Montazzo Solutions brand and our recruiting operation is in India, working United States hours. Many of our buyer conversations are with San Francisco and Bay Area companies, and every candidate we place works US hours, Pacific included.
Yes, and the common version is a small pod rather than a single rep: two sales development reps and a closer, selling into a US territory on Pacific time. It works when the seats are screened on US buyer experience rather than on cost alone.
Yes, but it is a real filter. Pacific hours from India mean roughly a 9:30pm to 5:30am shift, harder than East Coast. We confirm a candidate will genuinely work it at the first call, because this is the single most common reason an otherwise strong hire falls apart.
We work on contingency. There is no retainer and nothing is payable until you hire someone we introduced.
Two to three vetted, currently-employed candidates usually within a week to a week and a half of intake. Time to signature after that depends on your interview loop.
No. We recruit go-to-market talent in India for companies selling into the United States. If you need someone physically in San Francisco, we are not the right firm.
Related: All locations we recruit for · Sales recruitment agency in New York · Sales recruitment agency in India · Hire a US sales team from India · What is a GTM role · All roles