Sales Executive
City Wide Facility Solutions · Burtonsville, MD
- Base
- Not disclosed
- OTE
- Not disclosed
- Quota attainment
- Not disclosed
- Posted
- 5mo 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 City Wide Facility Solutions's careers page
The job
- What you'd do
- Full-cycle outside B2B sales for facility services: you prospect new clients, run needs analysis, build proposals, and close deals. Base salary plus uncapped commission.
- 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
Proceed with cautionA few things here deserve a hard look before you spend time on it.
- Pay
- No pay listed at all.
- Transparency
- Says nothing about quota, attainment, deal size, territory or sales cycle.
- Time on market
- Open 158 days. Ask why it's been hard to fill.
- Company hiring
- 113 sales roles open, hiring at a steady pace. Ask how many reps they hired last year and how many are still there.
Red lights
- "Unlimited earnings," no numbers. It sells uncapped or unlimited earnings but never says what anyone actually earns.
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.
- Same role posted many times. The company has 8 or more open postings with this exact title. Could be a big build-out, could be a revolving door. Ask how many reps they hired last year and how many are still there.
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.
What did the median rep and the top rep actually earn last year?
"Unlimited" is a ceiling, not a number. You need the median.
- 2.
How many reps are you hiring for this, and how many from last year's class are still here?
Hiring a lot can mean growth, or people leaving.
- 3.
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.
- 4.
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.
- 5.
What percentage of reps on the team have been here more than 18 months?
Tenure shows whether people stay long enough to get paid.
- 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.
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