Sales Executive - JobTwine

Cynet Corp · Remote · US

Base: Not disclosed
OTE: Not disclosed
Quota attainment: Not disclosed
Posted: 1mo 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 Cynet Corp's careers page

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The job

What you'd do: Sell an AI hiring platform (AI avatar interviews plus an AI interviewer copilot) to mid-market tech, IT services, SaaS and healthcare staffing firms (500-5,000 employees). Prospect outbound, then run deals to close.
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 39 days. Normal, but not fresh.
Company hiring: 8 sales roles open, hiring at a steady pace.

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 are the base and the OTE for this role?
No point investing hours before you know the 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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Full posting

About JobTwine JobTwine is re-imagining how organizations hire using AI. We combine AI Human Avatars that conduct fully automated structured interviews with no humans in the loop along with an AI Copilot that guides human interviewers for last mile finish — helping enterprises hire faster, smarter, and more fairly. We’re already working with global IT services, product technology companies and staffing leaders, and now expanding across mid-market SaaS, tech services, and healthcare clients in the U.S. Role Overview This is one of JobTwine’s first U.S. sales hire — a hands-on, founder-adjacent role for someone who can own the full sales cycle from prospecting to close. You’ll target mid-market and upper-mid clients (500–5,000 employees) — tech-driven organizations that care deeply about talent quality, efficiency, and candidate experience. Your mission is to build a high exponentially growing sales engine in the next 12 months, build the early pipeline motion, and help shape our go-to-market strategy alongside the founder. Requirements ● Hunt and close new logos in target verticals (Tech, IT Services, SaaS, Healthcare Staffing). ● Build a robust outbound and ABM motion via LinkedIn, warm intros, and thought-leadership campaigns. ● Own end-to-end deal cycle: prospecting → demo → business case → pilot → closure. ● Partner closely with the CEO and marketing to refine ICP, messaging, and collateral. ● Develop early reference clients and champions for expansion. ● Collaborate with the product team to provide feedback loops from the field. ● Track and report on pipeline health, win rates, and deal velocity metrics. Ideal Profile ● 5–10 years of B2B SaaS sales experience, ideally selling AI, HRTech, or recruiting automation solutions. ● Proven success selling to Director+ or VP of TA, HR, or Business Unit Heads in mid-market companies. ● Comfortable running complex multi-stakeholder deals ($50K–500K ARR) with consultative discovery. ● Early-stage DNA — thrives in ambiguity, builds processes from scratch, and drives deals independently. ● Bonus: Experience at high growth HRTech startups in the US. ● Excellent written, verbal, and presentation skills — a storyteller who can sell vision + value. Why Join Now ● Massive TAM: $40B+ global interview & hiring market ripe for AI disruption. ● Unique Tech: AI avatar interviewers + AI copilot + ROI dashboards — a full-stack hiring agent. ● Early Equity: Founding-team upside with real ownership. ● Direct Impact: Build the U.S. revenue engine, shape GTM playbooks, and influence company direction.

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