Key Account Manager, DACH (Remote)
Learnlight · Remote · Germany
Still going strong.
Account Growth: you grow customers the company already has (upsell, cross-sell, renewals).
- Base
- Not disclosed
- OTE
- Not disclosed
- Quota attainment
- Not disclosed
- Posted
- 10d 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 Learnlight's careers page
The job
- What you'd do
- Look after a short list of big clients in Germany, Austria and Switzerland, working from home and travelling now and then to see them. Your work is mostly selling more to them and renewing their contracts.
- What you'd sell
Teaches teams to communicate across languages and cultures
When a company's teams span different countries and cultures, they have to communicate across language and cultural gaps every day. The problem is, strategy falls apart when people can't understand each other, so projects stall and clients slip away. Learnlight teaches language, cultural understanding, and people skills through expert trainers and an AI-powered online program, so employees collaborate more effectively.
In plain English, from their own job posts. Something wrong? Tell me · More HR & payroll companies →
- Who you'd sell to
- Not stated in the posting.Ask: “Who's the economic buyer, and who else is in the deal?”
- 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
- No pay listed at all.
- Transparency
- Shares 1 of 5: quota, attainment, deal size, territory, sales cycle.
- Time on market
- Open 10 days.
- Company hiring
- This is their only open sales role.
Red lights
- Pay. No pay listed at all.
Green lights
- German a plus, not required. German helps but isn't a must. English-only sellers can still apply.
- 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 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.