Remote, Hybrid, or Onsite? Where Sales Hiring Is Heading in 2025

TL;DR: In 2025, the most competitive sales teams aren’t choosing one hiring model—they’re choosing the right model for each role. Onsite hybrid remote 2025 sales hiring strategies show that remote is standard for SDRs, hybrid dominates for AEs, and onsite is rebounding for leadership. Flexibility is still key, but clarity and intentionality are what seal the hire.

1. Remote-First Still Works—But Mostly for Early-Career Roles

Sales Development Reps (SDRs) and Business Development Reps (BDRs) are thriving in remote setups. Clear quotas, CRM tracking, and digital playbooks make these roles perfect for distributed teams. And the pay shows it: in remote-friendly cities like Salt Lake City, Denver, and Raleigh, OTEs for SDRs average $83K–$90K.

If you’re hiring for high-volume outbound, remote-first is still the smart move in 2025—especially for small and mid-market teams looking to scale without high overhead.

2. Hybrid Is the Sweet Spot for Mid to Senior Reps

For account executives handling mid-market or enterprise deals, hybrid models are winning. These reps want autonomy but know that face-to-face meetings still drive major conversions.

In markets like New York and San Francisco, where top AEs command $300K+ in OTE, being available for in-person demos, strategy sessions, or client dinners is often part of the job. Hiring managers are designing hybrid roles with clear expectations—e.g. 2–3 office days per week or monthly travel.

Hybrid isn’t a compromise anymore—it’s a competitive advantage when done with intent.

3. Sales Leadership Is Shifting Back Onsite

VPs of Sales, CROs, and Directors are being pulled back into the office—because leadership still thrives on proximity. Culture, coaching, and cross-functional collaboration don’t scale as well remotely.

Enterprise VPs of Sales are earning $500K–$650K in total comp in 2025, and most of them are expected to be onsite at least three days per week. These roles require physical presence to influence product, marketing, and strategy in real time.

Fully remote leadership hires are now the exception, not the rule.

4. Candidates Want Flexibility—But Also Transparency

It’s not just about being “remote-friendly.” Candidates in 2025 want specificity:

  • What’s the actual schedule?
  • Will I need to relocate?
  • How often is travel required?

Salespeople are still leaving offers on the table due to vague job descriptions. Hiring managers need to stop listing “hybrid” without clarification and start mapping expectations to the calendar.

5. Compensation Aligns with Location—and Role Criticality

Contrary to what some hoped, remote doesn’t mean cheaper talent. A remote AE closing national accounts in Denver may still expect $220K+ OTE.

Meanwhile, onsite and hybrid roles in major metros still demand high-end pay:

  • Boston AEs: $240K OTE
  • Chicago Sales Directors: $245K base
  • San Francisco VPs: $500K–$600K+ OTE

Comp benchmarks need to reflect job complexity, not just geography.

Final Takeaway

Sales hiring in 2025 is about precision. The best companies are:

  • Hiring SDRs remotely to scale fast
  • Offering hybrid roles to high-performing closers
  • Bringing sales leaders back onsite to drive alignment
  • Paying competitive comp regardless of zip code

It’s not about choosing between remote, hybrid, or onsite—it’s about aligning each model with the role’s reality.

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