All Eyes on Enterprise in 2025

Trends, Insights, and Strategic Compensation Decisions

In this guide, we’ll explore the key trends shaping enterprise hiring in 2025 and provide actionable insights to help you strategically approach compensation for critical Enterprise roles. This year, we’re taking a more refined look at how factors like deal size, quota expectations, industry focus, and company stage influence compensation packages across the tech landscape.

Whether you're adjusting comp plans for growing deal sizes, aligning quotas with realistic market potential, or navigating shifts in your industry, this guide will equip you with the knowledge to make informed, forward-thinking decisions as you tackle the challenges and opportunities of 2025.

The Expanding Enterprise Landscape

As the market continues to evolve, all eyes remain on enterprise-level deals, with a growing focus on high-value transactions. Traditionally, companies focused on SMB, commercial, mid-market, and enterprise segments. However, now the enterprise sector has expanded into four distinct categories based on deal sizes:

This shift underscores the increasing complexity of enterprise sales, requiring organizations to adapt to higher deal sizes and more specialized sales strategies. As companies continue to target larger, more complex deals, they must rethink their approach to talent acquisition and management at the enterprise level.

Blending Internal Mobility and Strategic External Hires

Many companies are adopting a balanced approach to building high-performing enterprise sales teams by promoting top internal talent while actively seeking experienced external hires. Companies are investing in the development of their existing mid-market and SMB reps, offering training and mentorship programs to help them transition into enterprise roles. This internal mobility supports employee retention and leverages the deep product and organizational knowledge these reps bring to the table.

However, companies also recognize the critical value that external hires add to their enterprise sales teams. Recruiting seasoned enterprise sales professionals brings fresh perspectives, established networks, and proven strategies for navigating complex sales cycles. External hires often accelerate growth by introducing best practices from other industries and organizations, helping teams quickly adapt to the challenges of selling into large enterprises.

The Shift from Industry-Specific to Persona-Based Hiring in Enterprise Sales

Traditional hiring practices that focus on industry experience are giving way to persona-based hiring—an approach that prioritizes candidates who excel at selling to senior executives, technical buyers, and procurement teams.

Rather than restricting searches to industry-specific backgrounds, companies are seeking sales professionals who can navigate complex deal cycles and build relationships with multiple stakeholders. This shift enables sales teams to be more effective in engaging enterprise clients and closing high-value deals.

To stay competitive, organizations should refine their hiring strategies to attract sales talent with the skills to sell into enterprise orgs. A strong, persona-driven hiring approach ensures teams are equipped to handle the increasing complexity of today’s B2B sales landscape

The Rise of the Technical Support Team

Enterprise sales teams are increasingly reliant on technical support roles to drive complex deals and long-term customer success. Pre-sales, Enterprise AEs now partner closely with Sales Engineers to provide technical validation and ensure solutions align with a buyer’s existing infrastructure. During the sales cycle, Solutions Architects play a key role in scoping projects and addressing technical challenges to set deals up for success. Post-sale, Implementation Consultants ensure smooth onboarding, while Enterprise Customer Success Managers focus on adoption, retention, and expansion. As enterprise buyers demand deeper technical expertise at every stage, companies are prioritizing these roles and adjusting compensation to attract top talent.

This shift underscores the increasing complexity of enterprise sales, requiring organizations to adapt to higher deal sizes and more specialized sales strategies. As companies continue to target larger, more complex deals, they must rethink their approach to talent acquisition and management at the enterprise level.

Responsible for managing complex sales cycles and closing high-value deals with enterprise-level clients. Focuses on building relationships with key stakeholders, navigating procurement processes, and driving revenue growth through strategic sales efforts.

This table highlights quotas per series stage

Acts as the technical expert in the enterprise sales process, collaborating with AEs to demonstrate product value, address technical objections, and customize solutions for large-scale clients. Ensures smooth implementation and aligns solutions with customer needs.

Designs and tailors complex solutions for enterprise clients, ensuring technical feasibility and alignment with business needs. Works closely with sales, engineering, and customer teams to drive successful implementations and long-term adoption.

Leads the deployment and onboarding of enterprise solutions, ensuring seamless integration and customer success. Works closely with clients to configure solutions, provide training, and optimize adoption for long-term value.

Owns the post-sale relationship with enterprise clients, driving adoption, retention, and expansion. Acts as a strategic partner, ensuring customers achieve their goals, resolving challenges, and identifying upsell opportunities.

Bridges the gap between technical support and customer success by helping enterprise clients maximize product value. Troubleshoots technical issues, provides guidance on best practices, and ensures smooth adoption and integration.

Comp Engine

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