Partnerships Lead
Paraform · San Francisco, CA
- Base
- Not disclosed
- OTE
- $180K–$230K
- Quota attainment
- Not disclosed
- Posted
- 1mo 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 Paraform's careers page
What Paraform sells
A hiring marketplace pairing startups with recruiters and AI agents
When a fast-growing startup has to fill a role, it usually has to find the right people on its own. The problem is, hiring is one of the largest and most scattered markets in the world, so finding the right person takes time. Paraform connects companies with specialized recruiters and AI agents that work together to fill roles faster and more accurately, so open jobs get filled sooner.
In plain English, from their own job posts. Something wrong? Tell us
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Worth a lookSolid 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 30 days. Normal, but not fresh.
- Company hiring
- 3 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.
- Pays accelerators. Higher commission rates once you pass quota. Overperformance actually pays.
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 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
Build Paraform's partnerships channel with VCs, accelerators and PE sponsors, getting them to recommend Paraform to portfolio companies that need to hire. You originate and close these deals yourself.
Partnerships · Outbound
Selling motion
Who you're selling to
- Buyer:
- VC, accelerator and PE firms and their portfolio companiesIn their words: “turn relationships with venture firms, accelerators and private equity sponsors into a steady flow of portfolio companies hiring through Paraform”
- Industry:
- Venture capital and private equityIn their words: “VC, accelerator and PE ecosystem channel”
Pipeline expectations
Compensation
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.