Braun Board

Account Manager - Florida

Planar Systems · Remote · US

Base
Not disclosed
OTE
Not disclosed
Quota attainment
Not disclosed
Posted
18d 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 Planar Systems's careers page

The job

What you'd do
Sell digital signage and large-format display solutions in Florida by recruiting, managing and enabling channel partners and manufacturers' reps. Includes joint sales calls, channel marketing, pricing input and forecasting.
Who you'd sell to
Still reading the posting. Check back within the hour.
Where deals come from
A mix. Some leads come to you, some you find yourself.

The Braun Read

Ask hard questions

Too much is left unsaid. Make them answer before you invest.

Pay
No pay listed at all.
Transparency
Shares 1 of 5: quota, attainment, deal size, territory, sales cycle.
Time on market
Open 18 days.
Company hiring
5 sales roles open, hiring at a steady pace.

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. 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 are the base and the OTE for this role?

    No point investing hours before you know the number.

  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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Full posting
Are you ready to put your skills to work in a dynamic and growing company? Are you passionate about technology and want to see video, imagery, and data come to life on big electronic canvases? Are you ready to make a difference and assist us as we help shape the way people think about and use digital signage now and into the future? What you'll do: - Refine and execute sales strategy to meet business goals in the territory - Identify, recruit, attain, and manage the best channel partners and industry thought-leaders in the territory - Solicit and participate in joint sales calls, promote marketing programs, participate/conduct trainings and product demonstrations, participate in tradeshows and model the speed, agility, aggressiveness, teamwork, and responsiveness required to win in our marketplace - Establish performance measures and evaluate effectiveness and competitiveness of channel partners, Manufacturers’ Reps, and programs - Contribute to pricing decisions by providing market intelligence, competitive information, and other market, customer, and partner feedback - Actively contribute to the development of channel marketing programs - work with outbound marketing to develop and implement channel marketing programs and sales tools that grow revenue within the channel - Actively contribute to the ongoing analysis, refinement and execution of business strategies - Develop and maintain forecast reporting and provider regular and accurate updates to management Requirements Wat you'll bring: - Minimum of 5 years of technology sales experience, which includes at least 3 years of CEDIA or proAV channel management experience required. Prior sales experience with LED, LCD displays strongly preferred - Prior experience with a two tier distribution model preferred - Track record of demonstrated success selling and forecasting sales in the territory required - Demonstrated effective communication skills; oral, written and presentation, required - Proficiency in Microsoft Office, D365, applications required. Preference for prior experience using Salesforce.com for PC, tablet and mobile applications. - Preference for experience with contemporary productivity and communication tools (e.g. Salesforce Chatter, Teams, Social Media, etc.) - Demonstrated ability to deliver results in fast paced dynamic environment required - Up to 50% travel required Benefits All benefits start on first day of employment! - 75% employer-paid medical for employee. Family coverage also included. - 100% employer paid dental, and vision for employee and dependents - 100% employer paid long-term, short-term disability, and life insurance policy - 401k Match, if you’re contributing 5% we match 4%. 100% vested immediately. - 10 paid holidays - Starting at 15 days paid PTO (inclusive of sick and vacation time) annually - Employee Assistance Program (EAP) - Flexible Spending Account (FSA) EEOC Statement: Planar is an equal opportunity employer, we believe in fostering a culture of equality, diversity, and inclusivity. Our commitment to this goal is clearly expressed in our zero-tolerance policy for discrimination and harassment of any kind, including on the basis of race, color, sex, age, religion, sexual orientation, national origin, disability, genetic information, pregnancy, protected veteran status or any other characteristic protected by applicable federal, state, or local laws. Our hiring practices ensure that decisions are based solely on qualifications, merit, and current business needs, while extending to all aspects of our operations - from recruitment and promotion to layoff and recall, to leave of absence, compensation, benefits, and training. We are committed to remaining a drug free workplace
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