Inside Sales Executive | Scotland

Popmenu · Remote · UK

Base: £27K
OTE: £40K–£50K
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 Popmenu's careers page

Apply on Popmenu →

The job

What you'd do: Call and email independent restaurant owners and small restaurant groups across Scotland to win them as new customers, then take each deal from first call to signed contract. You'll make most of your own contacts, with a high number of calls every day.
Who you'd sell to: Still reading the posting. Check back within the hour.
Where deals come from: Mostly you. Expect a lot of outbound: cold calls, emails and LinkedIn.

The Braun Read

Ask hard questions

Some good signs, but there's a red light here. Get it answered before you invest.

Pay: Base and OTE both listed. Roughly a 66/34 base-to-variable split.
Transparency: Shares 2 of 5: quota, attainment, deal size, territory, sales cycle.
Time on market: Open 47 days. Ask why it's been hard to fill.
Company hiring: 6 sales roles open, hiring at a steady pace.

Red lights

Hustle-culture language. Words like rockstar, grind, work hard / play hard, or "no excuses" usually mean long hours and high turnover.

Green lights

Publishes OTE. It tells you the on-target earnings up front. Most postings don't.

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 hours do your best reps actually work?
Hustle language in a posting often shows up in your calendar.
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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Got an offer from Popmenu? Not sure about it?Ask me. I read every message myself. · JoshAsk Josh

Full posting

The Opportunity We are hiring our first Inside Sales Executive in Scotland. Popmenu powers 14,000+ restaurants with technology that drives real revenue. Our product delivers clear ROI, fast. That means short sales cycles and frequent wins. You will run a high volume of conversations with restaurant owners and operators every day, from first call through to signed deal. You own the full cycle. No handing off, no waiting on someone else to close for you. The role is remote, but territory-based. There is no office. We are open to candidates in Dundee, Edinburgh, or Glasgow, and to strong candidates across the surrounding region. Occasional travel required. The Sale Buyer: Independent restaurant owners, multi-site operators, and hospitality groups across Scotland. Sales cycle: 2 to 4 weeks. Environment: High-volume, phone and video first, outbound-driven, full ownership from first call to close. You are selling directly to decision-makers who care about covers, guest experience, and growth. Popmenu is not a nice-to-have. It is a revenue platform restaurants rely on to compete. Compensation Base Salary: £26,500 | OTE: £40,000 to £50,000 Uncapped commission Requirements What You'll Do - Own your Scottish territory and build a consistent pipeline of restaurant and hospitality prospects - Run a high volume of outbound calls and emails every day. Activity is the engine of this role - Run the full cycle: discovery, product demo over video, proposal, and close - Hit or exceed monthly revenue targets - Get to decision-makers quickly: owners, operators, and GMs - Keep Salesforce clean and your forecast accurate - Hand off to Client Success so every new restaurant sees value fast - Feed the market back to us. You are our ears on the ground in a brand new territory Who You Are - 1+ year of sales experience with a track record you can talk about in numbers - Coachable. You take feedback and apply it the same week - Gritty. You handle rejection and keep dialling - Organized enough to run your own day without someone checking in on you - Excited about Popmenu's product and what it does for restaurants Background in hospitality, restaurants, or food service is a strong plus. So is SDR or telesales experience. You do not have to come from tech. You have to be built for the grind. Benefits Who We Are Popmenu is a fast-growing, venture-backed SaaS company transforming the restaurant industry. We started with our patented dynamic menu technology, unleashing the power of a restaurant's most important marketing tool, the menu. Since then we have continued innovating to solve existing and emerging challenges for restaurant operators. We do not just sell software. We partner with restaurants to help them win. Scotland is a newer market for us. The restaurant scene from Dundee to Edinburgh to Glasgow is full of independent operators building something worth backing, and very few of them have the tools to compete online with the big groups. That is the gap you get to close, and you get to do it first. What We're Serving - Genuine Core Values with quarterly peer recognition through our Super Booms - Giving Back with company donations to causes chosen by team members - Visible Growth and Development in a scaling SaaS company If you are ready to build Scotland from the ground up and get paid for performance, we would love to meet you.

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