Junior Account Manager
Smartsheet · Munich, Germany
- Base
- €53K–€63K
- OTE
- Not disclosed
- Quota attainment
- Not disclosed
- Posted
- 2mo 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 1h agoon Smartsheet's careers page
The job
- What you'd do
- Grow sales of Smartsheet's software to existing customers with up to 500 employees in your assigned region, working from Munich part of the time. Most of your work is with accounts you already have.
- What you'd sell
Work-tracking software where AI helpers automate routine team tasks
When a team has to get a lot of work done together, it usually handles the routine steps by hand. The problem is, all that manual work eats up the hours people need for judgment, creativity, and big thinking. Smartsheet puts AI helpers on the routine tasks and flags what needs attention across all that work, so people can spend their time on what matters most.
In plain English, from their own job posts. Something wrong? Tell me · More Collaboration & productivity companies →
- 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
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.
- Time on market
- Open 83 days. Ask why it's been hard to fill.
- Company hiring
- 15 sales roles open, hiring at a steady pace.
Red lights
None spotted.
Yellow lights
- German required. The posting asks for fluent German. Worth knowing before you apply if you only sell in English.
Green lights
None spotted.
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 OTE, and what did the median rep earn last year?
Base is what you're guaranteed. OTE and the median show the upside.
- 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.