Braun Board

Enterprise Account Executive - Southern California

Opal · Los Angeles , CA

Base
Not disclosed
OTE
$250K–$350K
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 Opal's careers page

What Opal sells

Controls who can open which company systems

A big company has many workers and many apps, and it can be hard to keep track of who is allowed to open what. Opal manages who gets access to each system, so the right people get in and the wrong ones stay out. Workers can keep moving quickly while the company stays safe.

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

More Security companies →

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
Shares 1 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 75 days. Ask why it's been hard to fill.
Company hiring
4 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.

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. 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. 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. 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. 4.

    Who sits with reps and reviews calls each week?

    Coaching is often what's behind a good or bad attainment number.

  5. 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. 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. 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. 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. 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

Sell Opal's identity governance and access management platform to large enterprises. You land net-new logos through prospecting, run POVs, and sell to the C-suite, with upsell and renewals also in scope.

Enterprise · Mixed · Outbound

Selling motion

Mixed

Who you're selling to

Buyer:
Not stated in the posting.Ask: “Who's the economic buyer, and who else is in the deal?”
Company size:
Enterprise

Pipeline expectations

Mostly self-sourced. Expect a lot of outbound.

Compensation

$250K–$350K OTE

What is not disclosed

This posting doesn't tell you:

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

The questions above cover the big ones.

Full posting
DESCRIPTION At Opal, we’re building modern identity governance for the AI era—intelligent access management that empowers enterprises to move fast while staying secure. Our mission is to bring clarity, control, and confidence to complex enterprise environments, helping teams govern access without slowing down innovation. YOUR RESPONSIBILITIES - Define and execute sales strategies to meet and exceed assigned quota - Manage the full sales cycle through prospecting, qualifying, managing POVs, and closing opportunities - Partner with your CSM and SE counterparts to build strong partnerships, deliver continuous value, identity upsell opportunities, and ensure timely renewals for our customers - Acquire and maintain knowledge of the access management industry and emerging competitive landscape - Collaborate with the GTM team on sales best practices, key learnings of the industry and trends, and iterations of messaging and sales assets for pipeline generation and management - Be a voice for the customer/prospect with internal teams including Sales Engineering/POV team, Product and Marketing to ensure appropriate prioritization - Document your results and maintain accurate data across all sales systems OUR IDEAL CANDIDATE - 5+ years of quota-carrying field sales experience in a fast-paced and competitive market - Consistent track record of landing net new logos - Strong track record of meeting and exceeding sales quotas - Experience selling complex enterprise software, security and infrastructure management preferred - Strong executive presence, listening skills, and experience selling into the C-suite - Curious and highly driven self-starter with start-up experience BENEFITS & PERKS - Competitive Salary - Early employee equity - Top-tier Medical, Vision, & Dental coverage - Company and team bonding trips throughout the year fully covered by Opal Security - Daily lunch & coffee allowance  - Unlimited PTO - 11 company holidays - One Medical Membership - 401k plan - Pre-Tax Commuter Benefits Majority of the Opal team members work together in our San Francisco office but this role is remote. Visits to hang with the team in office will be welcome and encouraged :) Research shows that candidates from underrepresented backgrounds rarely apply unless they meet all the job criteria. We aren’t looking for someone who ticks every single box on a page; we’re looking for lifelong learners and people who can make us better with their unique experiences. If you think you’d be a great fit, then please get in touch to tell us about yourself. Opal is an Equal Employment Opportunity Employer.
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