Strategic Sales Executive - Material Handling & Warehouse Automation
Exotec · Atlanta, GA
- Base
- Not disclosed
- OTE
- Not disclosed
- Quota attainment
- Not disclosed
- Posted
- 3mo 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 Exotec's careers page
The job
- What you'd do
- Sell large-scale warehouse automation to enterprise and Fortune 500 brands across North America, owning deals from first engagement through contract with sales engineering and project teams support.
- What you'd sell
Robots that help warehouses fill orders with fewer workers
When a retailer has to fill online orders, workers usually walk the aisles pulling each item by hand. The problem is, all that walking wears people out, finding enough workers is hard, and safety suffers. Exotec builds robots and the software that runs them, so orders get filled with fewer workers and less risk on the warehouse floor.
In plain English, from their own job posts. Something wrong? Tell me · More Hardware & IoT companies →
- 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
- Shares 2 of 5: quota, attainment, deal size, territory, sales cycle.
- Pipeline
- Mostly self-sourced. Great if you like outbound, rough if you don't.
- Time on market
- Open 102 days. Ask why it's been hard to fill.
- Company hiring
- 3 sales roles open, hiring at a steady pace.
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.
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.
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.
- 3.
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.
- 4.
What percentage of reps on the team have been here more than 18 months?
Tenure shows whether people stay long enough to get paid.
- 5.
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.
- 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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