Territory Sales Representative / Restaurant Specialist - Gaithersburg, MD
SpotOn · Gaithersburg, MD
Full health. Just posted.
New Business: you win brand-new customers.
Same role, also open in Richmond, Long Beach, CA, Fredericksburg, VA, Farmingdale, Orlando, FL, Arlington, VA, Helotes, TX, Austin, TX, Pasadena, CA, Flagstaff, AZ, Northbrook, IL, Pasadena, TX, Syracuse, NY, Durham, NC, East St Louis, MO, Pembroke, MA, Mountain View, CA, Albany, NY, Elmhurst, IL, Tinley Park, IL, Yakima, WA, Irvington, NY, Annapolis, MD, Gainesville, FL, Ventura, CA, Tallahassee, FL, Miami Gardens, FL, Redwood City, CA, Mobile, AL, Montgomery, AL
- Base
- $60K
- OTE
- $120K–$275K
- Quota attainment
- Not disclosed
- Posted
- 6h 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 SpotOn's careers page
The job
- What you'd do
- Sell checkout software and card payment services to restaurant owners and small businesses in your assigned area around Gaithersburg, MD. You'll find most new customers yourself, through cold calling and visits in person.
- What you'd sell
Helps independent restaurants take orders and payments in one place
When a restaurant has to take orders, ring up tables, and collect payment, there are a lot of moving parts to keep track of. The problem is, every slow or messy checkout costs money and frustrates the people waiting to pay. SpotOn makes point-of-sale systems and payment processing for independent restaurants, so orders, payments, and profit tools all work from one system.
In plain English, from their own job posts. Something wrong? Tell me · More Industry-specific software companies →
- Who you'd sell to
- Local business owners, merchants and restaurant owners at small businessesIn their words: “building positive relationships with local businesses & restaurant owners”
- Where deals come from
- Mostly you. Expect a lot of outbound: cold calls, emails and LinkedIn.
The Braun Read
Worth a lookSolid on the basics. Use the first call to fill in the gaps.
- Pay
- Base and OTE both listed. Roughly a 50/50 base-to-variable split.
- Transparency
- Shares 1 of 5: quota, attainment, deal size, territory, sales cycle.
- Time on market
- Brand new.
- Company hiring
- Ramping up: posted 63 sales roles in the last 30 days. That many open roles can also mean churn. Ask how many reps are still there from last year.
Red lights
None spotted.
Yellow lights
- Pay range too wide to trust. The top of the range is more than double the bottom. Ask where in that range this offer would really land.
- Same job 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 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.
Where in the range would someone with my background land, and why?
A wide range means the top number may not be your number.
- 2.
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.
- 3.
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.
- 4.
What percentage of reps on the team have been here more than 18 months?
Tenure shows whether people stay long enough to get paid.
- 5.
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.
- 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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