Account Executive - SUP
Plaid · Hybrid · London, UK
- Base
- £113K
- OTE
- Not disclosed
- Quota attainment
- Not disclosed
- Posted
- 12d 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 3h agoon Plaid's careers page
What Plaid sells
Connects bank accounts to money apps
Many money apps can't do much until they can see a person's bank accounts. Plaid makes it easy for people to connect those accounts to the apps and services they want to use. Then each app can work with the money people already have.
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
- Base is listed but not OTE. Ask what the variable is and how many people hit it.
- Transparency
- Shares 1 of 5: quota, attainment, deal size, territory, sales cycle.
- Pipeline
- A mix of self-sourced pipeline and inbound or SDR help.
- Time on market
- Open 11 days.
- Company hiring
- 19 sales roles open, hiring at a steady pace.
Red flags
None spotted.
Worth asking about
- Same role posted many times. The company has 8 or more open postings with this exact title. Could be a big build-out, could be a revolving door. Ask how many reps they hired last year and how many are still there.
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.
How many reps are you hiring for this, and how many from last year's class are still here?
Hiring a lot can mean growth, or people leaving.
- 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.
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The role
Sell Plaid's financial data APIs to high-growth European startups and scale-ups, running full-cycle, technical sales with product and engineering stakeholders. Mix of inbound and outbound pipeline.
SMB · New Logo
Selling motion
Who you're selling to
- Buyer:
- Product, engineering and commercial leaders at startupsIn their words: “We partner with product, engineering, and commercial leaders at top startups and scale-ups”
- Industry:
- Fintech and financial servicesIn their words: “high-potential companies building the next generation of financial services”
- Company size:
- SMB
Pipeline expectations
Compensation
What is not disclosed
This posting doesn't tell you:
- OTE
- Quota size
- Quota attainment
- Average deal size
- Sales cycle length
The questions above cover the big ones.