Senior Account Executive, Growth DACH
Temporal · Remote · Germany
- Base
- €100K–€131K
- OTE
- Not disclosed
- Quota attainment
- Not disclosed
- Posted
- 12d 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 Temporal's careers page
The job
- What you'd do
- Look after a short list of very large companies in Germany, Austria and Switzerland, selling software tools to their engineering teams and top executives, and growing sales across their departments.
- What you'd sell
A toolkit that keeps app steps running even through crashes
When a software team builds an app with a long chain of steps, like charging a card and then shipping an order, they usually handle each possible failure by hand. The problem is, a single crash can leave the order half done, with the money taken and nothing shipped. Temporal helps teams build, scale, and run apps that keep their place through crashes, so the work finishes instead of getting stuck.
In plain English, from their own job posts. Something wrong? Tell me · More Developer & IT tools companies →
- Who you'd sell to
- Software engineers, engineering leaders and architects at big companiesIn their words: “selling to highly technical personas such as software engineers, engineering leaders, architects, and executive stakeholders”
- Where deals come from
- Not stated in the posting.
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 2 of 5: quota, attainment, deal size, territory, sales cycle.
- Time on market
- Open 12 days.
- Company hiring
- Ramping up: posted 5 sales roles in the last 30 days.
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.