Sales Development Representative

Mintlify · San Francisco, CA

Base: Not disclosed
OTE: $80K–$115K
Quota attainment: Not disclosed
Posted: 6d 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 Mintlify's careers page

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What Mintlify sells

Clear guides for developers, kept up to date

A software company needs clear guides so developers can use its product without getting stuck. Mintlify gives the team a place to write, publish, and keep those guides up to date, right alongside the product. AI tools can read the same guides.

In plain English, from their own job posts. Something wrong? Tell us

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The Braun Read

Worth a look

Solid on the basics. Use the first call to fill in the gaps.

Pay: OTE is listed. Ask what the base is.
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 5 days.
Company hiring: 3 sales roles open, hiring at a steady pace.

Red flags

None spotted.

Green flags

Publishes OTE. It tells you the on-target earnings up front. Most postings don't.
Clear path to promotion. The posting spells out a path to the next role, like SDR to AE. Ask how long it took the last few people and what they had to hit.

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 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 base, and how is the rest paid out?
OTE without a base doesn't tell you what you can count on.
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.

Josh's top five questions for any sales interview →

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The role

Run targeted outbound to Director+ technical buyers at Enterprise and Strategic accounts, researching each account and reaching out by email, phone, and LinkedIn to book meetings for AEs. Also invite prospects to AE dinners.

Enterprise · New Logo · Outbound

Selling motion

New Logo

Who you're selling to

Buyer:: Engineering leaders (Directors and VPs of Engineering)In their words: “You can hold a conversation with a Director or VP of Engineering about developer experience, documentation workflows, API strategy, and how AI agents read docs”
Company size:: Enterprise

Pipeline expectations

Mostly self-sourced. Expect a lot of outbound.

Compensation

$80K–$115K OTE

What is not disclosed

This posting doesn't tell you:

Base salary
Quota size
Quota attainment
Average deal size
Territory
Sales cycle length

The questions above cover the big ones.

Full posting

WHY MINTLIFY? We're on a mission to empower builders. - Massive reach: Our docs platform serves 100 million+ developers every year and powers documentation for 20,000+ companies, including Anthropic, Microsoft, PayPal, Spotify, Coinbase, X, and over 20% of the last YC batch. - Small team, huge impact: We recently passed 65 employees and raised a $45 million Series B led by A16Z and Salesforce Ventures. Each new hire has a huge impact on shaping the company's trajectory. - Culture of slope over y-intercept https://mattrickard.com/hire-slope-not-intercept: We value learning velocity, grit, and unapologetically unique personalities. We grew in value faster than headcount and we’re looking to align the two quickly. WHAT YOU'LL WORK ON HERE You'll own targeted outbound into Enterprise and Strategic accounts. You'll research each account, find the right Director+ technical buyers, and reach them by email, phone, and LinkedIn. Your goal is booking meetings that our AEs turn into qualified opportunities. - Research: Dig into an account before you reach out: their docs, their developer platform, how well AI agents can read their docs today, and who owns them. - Outreach: Write messages that speak credibly to Director+ technical buyers. Personalize every touch to the account and the person. - Calling: Calls are part of the mix, alongside email and LinkedIn. You're calling people you've researched, not dialing down a list all day. - Events: Invite the right prospects to AE-hosted dinners and events, and make sure they show up. WHAT YOU BRING TO THE TABLE - Incredibly fast learner - either with experience prospecting into engineering teams, or an ability to learn quickly - Curiosity and the drive to show up, ask questions, work hard, and ride the highs and the lows. Absolutely non-negotiable - Willingness to leverage AI powered technology to create efficiencies in your day to day cadence - Ability to communicate credibly with technical buyers. You can hold a conversation with a Director or VP of Engineering about developer experience, documentation workflows, API strategy, and how AI agents read docs, without sounding like you're reading a script - Strong written communication. Outreach reads like it was written by a thoughtful person, not a sequence tool. You personalize every touch for critical personas and accounts - Research depth. You can look at an account and quickly understand why they're a fit, who the right contacts are, and what pain to lead with. - Organizational discipline. CRM hygiene, clean handoff notes, systematic follow-up. You don't let things fall through the cracks. - Appropriate Persistence. You know the difference between following up and spamming. - Salesforce proficiency, outbound tooling including Nooks, Lemlist, LinkedIn Sales Navigator, and others. BONUS POINTS: - Prior SDR/BDR experience in B2B SaaS - particularly having sold to technical buyers or developer-focused companies - Experience with event-based or dinner-based sales motions - Background at a PLG or developer-tools company (you understand how product-led and sales-led motions coexist) WHY YOU SHOULD JOIN OUR SALES TEAM You'll be joining a company where the product sells itself to developers. Your job is instrumental in helping us bring Mintlify to the enterprise buyers who can deploy it at scale. The product-market fit is real. What we're building now is the sales motion to match. This is a ground-floor opportunity to build something. You won't be plugging into a mature SDR org with a playbook someone else wrote. You'll be writing the playbook and we'll be here to help you nail it. Your path to AE We hire SDRs to grow into AEs. You'll learn how enterprise deals get built from the first touch, and as you prove yourself, you'll move toward running deals of your own. COMPANY BENEFITS: - Competitive compensation and equity - 20 days paid time off every year - 401k with Employer Match - monthly wellness stipend - 100% employee coverage for Health, Dental, Vision - Commute stipend to help get you to and from work - Free lunch and dinners - Annual team offsite (previously went to Alaska, Hawaii, Jackson Hole)

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