Account Executive, SLED
Perry Weather · Dallas, TX
- Base
- Not disclosed
- OTE
- Not disclosed
- 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 Perry Weather's careers page
What Perry Weather sells
Weather sensors and sirens that warn outdoor crews
Outdoor workplaces like construction sites and golf courses often can't tell when dangerous weather is coming in time to protect people. Perry Weather pairs weather sensors placed on site with software that sends alerts and sounds sirens on its own. That way, the right people know about the danger sooner and can act faster.
In plain English, from their own job posts. Something wrong? Tell us
More Hardware & IoT companies →The Braun Read
Proceed with cautionA few things here deserve a hard look before you spend time on it.
- Pay
- No pay listed at all.
- 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 48 days. Ask why it's been hard to fill.
- Company hiring
- 4 sales roles open, hiring at a steady pace.
Red flags
- "Unlimited earnings," no numbers. It sells uncapped or unlimited earnings but never says what anyone actually earns.
Green flags
None spotted.
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 did the median rep and the top rep actually earn last year?
"Unlimited" is a ceiling, not a number. You need the median.
- 2.
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.
- 3.
What percentage of reps on the team have been here more than 18 months?
Tenure shows whether people stay long enough to get paid.
- 4.
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.
- 5.
Who sits with reps and reviews calls each week?
Coaching is often what's behind a good or bad attainment 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.
Josh's top five questions for any sales interview →
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The role
You'd sell weather alert and siren safety software plus hardware to K-12, higher ed, and local government buyers, owning new bookings via outbound prospecting and committee-based public procurement.
New Logo · Outbound
Selling motion
Who you're selling to
- Buyer:
- K-12, higher education, and local government accountsIn their words: “Own full-cycle sales across K-12, higher education, and local government accounts”
- Industry:
- Education and local governmentIn their words: “We're hiring an Account Executive to own new bookings across our education and local government markets.”
Pipeline expectations
Compensation
What is not disclosed
This posting doesn't tell you:
- Base salary
- OTE
- Quota size
- Quota attainment
- Average deal size
- Territory
- Sales cycle length
The questions above cover the big ones.