Beacon Talent fills VP Sales, CRO, AE, SDR and Customer Success seats for software companies in Minneapolis, St. Paul and the surrounding suburbs, in an average of 3 weeks. Recruiters who know what a quota-carrying seat demands, not generalists matching keywords.
Get your free Minneapolis talent mapWhether you are hiring a first account executive or rebuilding the leadership bench, Beacon covers the commercial org for software companies in the Twin Cities metro.
SPS Commerce is the clearest local anchor. Its 2025 annual report gives 333 South Seventh Street, Suite 1000, Minneapolis as its principal executive office, and Item 2 says the corporate headquarters there covers about 198,000 square feet under a lease running through 2043. The company reported 2025 revenue of $751.5 million against $637.8 million in 2024, which works out to 17.8% growth, and says 96% of revenue came from recurring revenue customers. It counted 2,948 people worldwide. On selling, the filing describes an employed global sales force aimed at retailers, grocers, distributors, suppliers and logistics firms, plus channel partners such as software providers, resellers and system integrators. A seat there is a supply-chain network sale, a different motion from selling a point tool to a single department.
Ownership has also changed at two other local names. On February 4, 2026, Thoma Bravo announced it had completed its acquisition of Dayforce, the human capital management software company, for about $12.3 billion, paying $70.00 per share in cash. The release carried a Minneapolis, Toronto and San Francisco dateline; it does not label any of the three as a headquarters, so this page does not either. Jamf, which describes itself as managing and securing Apple at work, was taken private by Francisco Partners at $13.05 per share, an enterprise value of about $2.2 billion, after stockholders approved the deal on January 8, 2026, and the company's CEO said it would continue as a privately held business. The SEC's company search lists both Dayforce, Inc. and Jamf Holding Corp. among prepackaged-software filers in Minnesota. In Beacon's view, sellers who spent years at a public company with a set quota process may need different questions than sellers from a private-equity-owned one, because the deal cadence and the pressure on forecasts can differ.
Where people sit matters here too. CBRE's third quarter 2026 report for the Minneapolis-St. Paul office market recorded positive net absorption of 79,000 square feet, says the core downtown district still carries 33.8% vacancy, and says suburban corridors such as 394 and 494 are driving leasing activity. For a hiring manager that suggests a seat described as "downtown Minneapolis" and one in a western or southern suburb are different asks of a candidate's commute, so name the office early.
"It was all Dave and the Beacon team! Loved the process, incredible talent, it's 100X better than my previous experiences."
Beacon's view on running a Twin Cities search, drawn from the SPS, Dayforce, Jamf, CBRE and statute facts above.
SPS sells a network that connects trading partners, which makes references and channel relationships part of the job. If your product is a standalone tool, ask finalists to walk through a deal with no network effect to lean on.
Candidates coming out of take-private deals like Dayforce and Jamf may have lived through territory, comp-plan or headcount changes. Ask what changed, in which quarter, and what they did about their own number.
CBRE's numbers show downtown vacancy far above the suburbs, and leasing moving to the 394 and 494 corridors. A candidate deciding whether to commute needs the address and the in-office days in the first message, not the third.
If you have 30 or more employees at Minnesota sites, the pay transparency statute requires a starting range in each posting. Settle the range with your finance lead before kickoff so the posting and the offer agree.
Minnesota voids them, so a hire's old employer cannot rely on one against the seller you recruit, and yours cannot rely on one either. Protect the business with confidentiality and customer non-solicit terms, and have counsel draft them.
Minneapolis marketing managers sit above the national median while technical sales reps sit below it. That says managers are not cheap here, and nothing about software pay. Check any range against live offers and the 2026 comp benchmarks before it goes in a posting.
Here is the federal wage survey for the Twin Cities metro: BLS OEWS, May 2025, Minneapolis-St. Paul-Bloomington (BLS area code 33460), with a 90th-percentile column added. Every industry in the metro is blended in, so treat it as a labor-market map, not a SaaS price list, and note it is not on-target earnings (OTE) either.
| Occupation | Employment | 25th percentile | Median | 75th percentile | 90th percentile |
|---|---|---|---|---|---|
| Sales Managers | 8,410 | $106,140 | $158,100 | $205,740 | $272,360 |
| Marketing Managers | 6,480 | $131,270 | $173,040 | $215,390 | $281,830 |
| Sales Representatives (technical and scientific products) | 3,550 | $79,370 | $101,940 | $142,060 | $177,780 |
How to read it as a software hiring manager: a Minneapolis sales manager in these rows may work at a medical-device maker, a bank or a retailer, and nothing here separates those from SaaS. Commission, bonus and equity are not broken out, so a software offer is built differently. For software ranges, use the 2026 GTM comp benchmarks, and see the BLS OEWS tables for the source data.
Start with the national comparison. The Minneapolis sales manager median of $158,100 is 6.6% above the U.S. median of $148,270, a gap of $9,830. The marketing manager median of $173,040 is 3.7% above the national $166,790, and $6,730 above Philadelphia's $166,310. Technical and scientific products sales representatives, a group of 3,550, have a median of $101,940, which is 2.8% below the national $104,920. Against the other metro pages on this site, Minneapolis sales managers are within 0.4% of Chicago ($158,690) and 1.0% above Philadelphia ($156,500), while its technical sales reps sit 9.1% below Chicago ($112,150) and 15.9% below Philadelphia ($121,180). Within the metro, the top quarter of sales managers earn at least $205,740, 1.94 times the $106,140 that marks the bottom quarter, and the 90th percentile of $272,360 is 2.57 times that bottom figure. For a rough remote-hiring check, the 75th-to-25th gap for technical reps is $62,690 ($142,060 less $79,370), which is why the same title can describe very different seats.
See the full ranking of metros in GTM pay by metro, 2026.
Non-competes. Minnesota Statute 181.988 says that any covenant not to compete in a contract or agreement is void and unenforceable. The statute defines the term as an agreement that restricts the employee after employment ends, and lists two exceptions: one agreed to during the sale of a business and one agreed to in anticipation of a business's dissolution. It excludes nondisclosure agreements, trade-secret protections and nonsolicitation agreements from the definition. It also bars an employer from requiring an employee who primarily lives and works in Minnesota to adjudicate a Minnesota claim elsewhere. This is general information, not legal advice.
Pay ranges in postings. Under Minnesota Statute 181.173, an employer with 30 or more employees at one or more Minnesota sites must disclose in each posting the starting salary range and a general description of all benefits and other compensation. An employer that will not offer a range must list a fixed pay rate, and a range may not be open ended. A posting means any solicitation to recruit applicants for a specific available position. The statute page we read states no penalty and no effective date, so check current guidance with counsel before you publish.
Send us the seat and a Minneapolis talent map comes back within two days, with qualified names, realistic pay ranges and an honest read on how hard the search is.
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Beacon's average is three weeks from kickoff on the revenue searches we run, against two to four months that in-house teams often report. We check deal history and quota attainment on each finalist before you see a name.
Fees are a share of the hire's first-year pay, agreed before work starts. We walk through the terms on the intro call and then send a free talent map for your seat.
SPS Commerce's 2025 10-K gives 333 South Seventh Street, Suite 1000, Minneapolis as its principal executive office and says its corporate headquarters there covers about 198,000 square feet under lease through 2043. Dayforce's 2026 buyout announcement carried a Minneapolis, Toronto and San Francisco dateline, and SEC records list Jamf under Minnesota. Beacon's view: ask about the last three deals a seller closed before you read the badge on the résumé.
Median annual wages in the BLS May 2025 survey for the Minneapolis-St. Paul-Bloomington metro are $158,100 for sales managers (8,410 employed) and $173,040 for marketing managers (6,480 employed). They cover every industry and exclude on-target earnings, so a software offer adds commission and equity above them.
Generally no. Minnesota Statute 181.988 declares a covenant not to compete void and unenforceable, with exceptions only for the sale of a business or the dissolution of one. Non-solicitation and confidentiality agreements are defined as outside the ban. Ask every candidate what they signed. This is general information, not legal advice.
If you employ 30 or more people at one or more Minnesota sites, Minnesota Statute 181.173 requires each job posting to state the starting salary range, or a fixed rate, plus a general description of benefits and other compensation. The range may not be open ended. This is general information, not legal advice.
Tell us which revenue role is open and we send back a Minneapolis talent map in two days: 5 to 10 vetted names, pay ranges and a frank view of the search.
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