Sales Development Representative (German)
DigiCert · London, UK
- Base
- £42K–£46K
- OTE
- £53K–£58K
- Quota attainment
- Not disclosed
- Posted
- 4d 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 1h agoon DigiCert's careers page
The job
- What you'd do
- Find and qualify new business from very large companies, reaching their IT staff and top executives by email, phone and social media. You'll work both incoming and outgoing leads, aiming for about 80 contacts a day.
- Who you'd sell to
- Key IT personnel, up to C-level executives · big companiesIn their words: “Communicate with key IT personnel, up to and including C-level executives, by phone, email, and social media.”
- 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 and OTE both listed. Roughly a 80/20 base-to-variable split.
- Transparency
- Says nothing about quota, attainment, deal size, territory or sales cycle.
- Pipeline
- Mostly self-sourced. Great if you like outbound, rough if you don't.
- Time on market
- Open 4 days.
- Company hiring
- 5 sales roles open, hiring at a steady pace.
Red lights
None spotted.
Yellow lights
- German required. The posting asks for fluent German. Worth knowing before you apply if you only sell in English.
Green lights
- Publishes OTE. It tells you the on-target earnings up front. Most postings don't.
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 annual quota, and how was it set?
A quota built from real data is a target. Otherwise it's a hope.
- 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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