Account Director, Defense Industrial Base
Eudia · Remote · US
- Base
- $200K
- OTE
- $700K
- Quota attainment
- Not disclosed
- Posted
- 2mo 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 Eudia's careers page
What Eudia sells
AI that helps legal teams work faster
Legal and contracts teams often have more work than people to do it. Eudia uses AI to help these teams handle legal and acquisition work faster while keeping risk under control. With Eudia, teams can make decisions sooner and get their work done with the accuracy and security that legal work demands.
In plain English, from their own job posts. Something wrong? Tell us
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Proceed with cautionA few things here deserve a hard look before you spend time on it.
- Pay
- Base and OTE both listed. Roughly a 29/71 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 82 days. Ask why it's been hard to fill.
- Company hiring
- 3 sales roles open, hiring at a steady pace.
Red flags
- Most of the pay is variable. OTE is more than double the base. You only make the big number if you hit quota.
Green flags
- Publishes OTE. It tells you the on-target earnings up front. Most postings don't.
Based only on what the posting says. Flags 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 percent of the variable did reps actually earn last year?
When most of the pay is variable, this is your real salary.
- 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.
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The role
Sell Eudia's AI legal and acquisition platform to defense primes, mid-tier suppliers, and defense tech firms, targeting GCs, contracts, and compliance leaders. Hunter role: source, shape, and close multi-million-dollar enterprise deals.
Enterprise · Mixed · Outbound
Selling motion
Who you're selling to
- Buyer:
- Legal, contracts, compliance and security leaders at defense firmsIn their words: “You will lead engagements with General Counsel, Chief Contracts Officers, VPs of Contracts and Subcontracts, Chief Compliance and Ethics Officers, and CISO organizations”
- Industry:
- Aerospace and defenseIn their words: “selling technology into aerospace and defense primes and suppliers”
- Company size:
- Enterprise
Pipeline expectations
Compensation
What is not disclosed
This posting doesn't tell you:
- Quota size
- Quota attainment
- Average deal size
- Territory
- Sales cycle length
The questions above cover the big ones.