Job boards don't pick up the phone. I do. Call or text me: 954-695-0844 · Josh
Sysdig · Remote · Germany
Open 6 days
New Business: you win brand-new customers.
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 3h agoon Sysdig's careers page
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Too much is left unsaid. Make them answer before you invest.
None spotted.
Based only on what the posting says. Lights are a starting point for your first call, not a final judgment.
Built from what this posting leaves out. How they answer tells you as much as what they say.
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.
What percentage of reps on the team have been here more than 18 months?
Tenure shows whether people stay long enough to get paid.
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.
Who sits with reps and reviews calls each week?
Coaching is often what's behind a good or bad attainment number.
What are the base and the OTE for this role?
Rather talk it through? Call or text me: 954-695-0844 (text)
No point investing hours before you know the number.
Why is this role open? Did someone leave, or is it new?
New headcount is growth. A replacement means someone left. Ask why.
Save these for later. They land better once they've said yes to you.
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.
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.
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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