Commercial Account Executive

Bnberry · Remote · UK

Base: Not disclosed
OTE: Not disclosed
Quota attainment: Not disclosed
Posted: 4mo ago

Why it matters: OTE tells you what you could earn. Attainment tells you how realistic it is.

Ask: “What percentage of fully ramped reps hit quota last year?”

Still open · checked 2h agoon Bnberry's careers page

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The job

What you'd do: Full-cycle SMB AE selling software to hospitality buyers (owners, GMs, revenue managers) through high-volume outbound. Expect 30-60 calls/day, 30-40 meetings/month, and 50%+ self-sourced pipeline.
Who you'd sell to: Still reading the posting. Check back within the hour.
Where deals come from: Mostly you. Expect a lot of outbound: cold calls, emails and LinkedIn.

The Braun Read

Ask hard questions

Too much is left unsaid. Make them answer before you invest.

Pay: No pay listed at all.
Transparency: Says nothing about quota, attainment, deal size, territory or sales cycle.
Time on market: Open 129 days. Ask why it's been hard to fill.
Company hiring: 3 sales roles open, hiring at a steady pace.

Red lights

None spotted.

Yellow lights

Open 90+ days. This role has been posted for three months or more. Ask why it's been hard to fill, and whether anyone left it.

Green lights

None spotted.

Based only on what the posting says. Lights are a starting point for your first call, not a final judgment.

Questions to ask on the first call

Built from what this posting leaves out. How they answer tells you as much as what they say.

1.
This role has been open a while. What's made it hard to fill?
The answer tells you what candidates saw that made them walk.
2.
What percentage of fully ramped reps hit quota last year?
OTE is what you could earn. This is how likely you are to earn it.
3.
What percentage of reps on the team have been here more than 18 months?
Tenure shows whether people stay long enough to get paid.
4.
Has the comp plan changed in the last 12 to 18 months? What changed?
A plan that changes every year means the goalposts keep moving.
5.
Who sits with reps and reviews calls each week?
Coaching is often what's behind a good or bad attainment number.
6.
Why is this role open? Did someone leave, or is it new?
New headcount is growth. A replacement means someone left. Ask why.

› When the offer comes

Save these for later. They land better once they've said yes to you.

1.
Can I see the full comp plan in writing, including clawbacks and accelerators?
What's in writing is what gets paid. Read it before you sign.
2.
Can I see the actual comp distribution for the team last year, not just the OTE?
The spread shows what most reps really take home. OTE is just the target.
3.
I'd be walking away from earned commission to join. Is there room for a sign-on bonus to help cover that?
Leaving money behind is a fair reason to ask. The worst answer is no.

Josh's top five questions for any sales interview →

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Got an offer from Bnberry? Not sure about it?Ask me. I read every message myself. · JoshAsk Josh

Full posting

We’re hiring a Commercial Account Executive (full-cycle IC) to help drive revenue growth through a high-velocity SMB selling motion with a strong focus on outbound. This role is for someone who can consistently self-generate pipeline and close deals with discipline and repeatable process, while helping establish strong sales culture and habits as the team scales. In the next 12–24 months, success will be defined by: 1) Closing revenue 2) Generating pipeline 3) Helping establish culture 4) Building repeatable sales habits and disciplined CRM process You’ll sell into hospitality buyers (e.g., owners, GMs, revenue managers, commercial directors) and should bring commercial curiosity about the industry, even if you haven’t sold hospitality before. Requirements Must-have experience & profile - 2–5 years overall experience with a sweet spot around 2–4 years in SaaS sales - Full-cycle AE experience with strong SMB closing ability (1–3 years closing experience preferred) - Proven ability to self-source 50%+ of pipeline (must be able to quantify clearly) - Track record of consistently performing at a high level (e.g., 100–130%+ quota attainment) - Comfortable in high-activity, high-volume environments and running a disciplined process - Strong coachability, curiosity, and continuous learning habits - Solid CRM hygiene / process discipline Ideal background signals (nice to have) Growth path of SDR/BDR → promoted to AE (preferred pattern) Experience in one of the following (ranked): 1) Hospitality SaaS (PMS/RMS/channel mgmt/guest experience/booking engine) 2) SMB SaaS (marketing tech/HR tech/ops software) 3) Agency or hospitality-adjacent sales Activity / performance expectations (what “good” looks like) - Comfortable with 30–60 calls/day - Driving 30–40 meetings/month - Ability to manage 50+ active opportunities simultaneously - Able to explain key metrics without checking notes (calls/emails/meetings booked, self-sourced opps, win rate, quota attainment) - Closing benchmarks: demo → closed won typically 20–35% (good), 35%+ (great) Traits we actively look for - High drive (discipline/competitiveness demonstrated outside work) - Learning orientation (books, trainings, curiosity about hospitality & market trends) - Team player mindset (examples of helping other reps win) Benefits - Paid Time Off (Vacation, Sick & Public Holidays) - Work From Home - Performance Bonus

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