Enterprise Account Executive DACH
Synthesia · Hybrid · Germany
- Base
- Not disclosed
- OTE
- Not disclosed
- Quota attainment
- Not disclosed
- Posted
- 4mo 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 Synthesia's careers page
The job
- What you'd do
- Sell AI video software to companies with 1,000 to 20,000 staff in Germany, Austria and Switzerland, winning new customers and selling more to existing ones. You'll do a lot of your own outbound prospecting.
- What you'd sell
AI video tools and talking avatars for business teams
When a company needs to build skills in its people, it usually relies on static methods. The problem is, static methods give people nothing interactive to practice with and no clear way to measure what they've learned. Synthesia makes AI video for business, including Roleplay Sessions where people rehearse with interactive avatars, so teams can practice and measure their skill building.
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
- Mostly you. Expect a lot of outbound: cold calls, emails and LinkedIn.
The Braun Read
Ask hard questionsToo 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 143 days. Ask why it's been hard to fill.
- Company hiring
- Ramping up: posted 7 sales roles in the last 30 days.
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.
- Open 90+ days. This role has been posted for three months or more. Ask why it's been hard to fill, and whether anyone left it.
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.
This role has been open a while. What's made it hard to fill?
The answer tells you what candidates saw that made them walk.
- 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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