Channel Account Manager II, Service Providers
Huntress · United States of America
Full health. Just posted.
- Base
- $90K
- OTE
- $150K
- Quota attainment
- Not disclosed
- Posted
- 5h 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 Huntress's careers page
The job
- What you'd do
- Grow sales of Huntress security tools through IT companies that run systems for other businesses, working from home in the US. Most of your time goes to partners you already have, selling more and renewing.
- What you'd sell
Round-the-clock computer security for businesses of all sizes
When a business needs strong computer security, it usually tries to handle it with whatever time and staff it already has. The problem is, cybercrime keeps growing, and threats that once only hit the biggest companies now reach smaller ones too. Huntress builds its own security software and backs it with a team of experts watching around the clock, so businesses of any size get protection that used to be out of reach.
In plain English, from their own job posts. Something wrong? Tell me · More Security companies →
- Who you'd sell to
- Channel partners (managed service providers)In their words: “Serve as a trusted advisor to partners by delivering solutions that increase customer satisfaction, grow adoption, and strengthen long-term loyalty.”
- Where deals come from
- Mostly handed to you: inbound leads or a set list of customers.
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 60/40 base-to-variable split.
- Transparency
- Says nothing about quota, attainment, deal size, territory or sales cycle.
- Time on market
- Brand new.
- Company hiring
- 2 sales roles open, hiring at a steady pace.
Red lights
None spotted.
Green lights
- Publishes OTE. It tells you the on-target earnings up front. Most postings don't.
- Gets leads from SDRs. You won't be building all of your own pipeline from zero.
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.