Product Sales Specialist, West
Cribl · Remote · US
Taking some hits. Ask how long they've been looking.
New Business + Account Growth: you win new customers and grow existing ones.
- Base
- $150K–$175K
- OTE
- Not disclosed
- Quota attainment
- Not disclosed
- Posted
- 29d 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 3h agoon Cribl's careers page
The job
- What you'd do
- Sell Cribl's Storage and Analysis products to big companies' IT and security teams across the Western United States, creating demand where none exists. You'll generate your own leads and travel 25-35% of the time.
- What you'd sell
Sorts computer logs so security teams see only what matters
When a security team has to watch its computers and apps, logs pour in from thousands of places at once. The problem is, the pile grows faster than anyone can read, and storing it all gets expensive. Cribl sits in the middle and decides what to keep, cut, or send, so security teams see what matters and pay less for the rest.
In plain English, from their own job posts. Something wrong? Tell me · More AI & data companies →
- Who you'd sell to
- IT and Security teams at big companiesIn their words: “we partner with IT and Security teams at many of the world’s biggest enterprises”
- Where deals come from
- Mostly you. Expect a lot of outbound: cold calls, emails and LinkedIn.
The Braun Read
Worth a lookSolid on the basics. Use the first call to fill in the gaps.
- Pay
- Base is listed but not OTE. Ask what the variable is and how many people hit it.
- Transparency
- Shares 1 of 5: quota, attainment, deal size, territory, sales cycle.
- Time on market
- Open 28 days. Normal, but not fresh.
- Company hiring
- Ramping up: posted 18 sales roles in the last 30 days. That many open roles can also mean churn. Ask how many reps are still there from last year.
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 percentage of fully ramped reps hit quota last year?
OTE is what you could earn. This is how likely you are to earn it.
- 2.
What percentage of reps on the team have been here more than 18 months?
Tenure shows whether people stay long enough to get paid.
- 3.
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.
- 4.
Who sits with reps and reviews calls each week?
Coaching is often what's behind a good or bad attainment number.
- 5.
What's the OTE, and what did the median rep earn last year?
Base is what you're guaranteed. OTE and the median show the upside.
- 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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