Sales Development Representative

Vooma · San Francisco, CA

Base: Not disclosed
OTE: $100K–$110K
Quota attainment: Not disclosed
Posted: 3mo 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 Vooma's careers page

Apply on Vooma →

The Braun Read

Ask hard questions

Too much is left unsaid. Make them answer before you invest.

Pay: OTE is listed. Ask what the base is.
Transparency: Says nothing about quota, attainment, deal size, territory or sales cycle.
Pipeline: Mostly self-sourced. Great if you like outbound, rough if you don't.
Time on market: Open 99 days. Ask why it's been hard to fill.
Company hiring: This is their only open sales role.

Red flags

None spotted.

Worth asking about

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 flags

Publishes OTE. It tells you the on-target earnings up front. Most postings don't.

Based only on what the posting says. Flags 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.

Josh's top five questions for any sales interview →

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The role

Outbound SDR role prospecting logistics executives, including VPs and C-suite, by high-volume cold calling, email, LinkedIn, and events to build pipeline for the sales team.

New Logo · Outbound

Selling motion

New Logo

Who you're selling to

Buyer:: Logistics executives, including VPs and C-suiteIn their words: “Make high-volume cold calls to logistics executives daily - you need to love the phone”
Industry:: Logistics and supply chainIn their words: “Experience in logistics, supply chain, or freight tech is valued but not required”

Pipeline expectations

Mostly self-sourced. Expect a lot of outbound.

Compensation

$100K–$110K OTE

What is not disclosed

This posting doesn't tell you:

Base salary
Quota size
Quota attainment
Average deal size
Territory
Sales cycle length

The questions above cover the big ones.

Full posting

ABOUT THE ROLE This is a rare opportunity to join a talented, experienced team at the ground level to build a transformational company for a critical industry. As an SDR at Vooma, you'll own building pipeline, test new messaging across channels, and help build the outbound engine that scales the business. This is a phone heavy role that is strategic in nature. The right person has a builder's mindset, loves being on the phone, and thinks critically about how to get in the door. WHAT YOU’LL DO - Own outbound prospecting across phone, email, LinkedIn, and conferences / industry events to generate qualified pipeline for the sales team - Make high-volume cold calls to logistics executives daily - you need to love the phone - Develop and test outbound messaging, sequences, and cadences; run mini-experiments to figure out what resonates and what doesn’t - Help build and refine the outbound function: processes, playbooks, tools, and workflows that scale - Use multi-threading and strategic prospecting techniques - calling low, going high, working multiple stakeholders - to break into target accounts - Leverage AI and sales tools (Clay, Claude Code/Cowork, HubSpot, Sumble, and others) to work smarter and move faster WHO YOU ARE - High energy and relentless - you have a bias for action and don't wait to be told what to do - Curious and creative - you want to understand the people you're calling and you're always testing new angles to get in the door - Not afraid to pick up the phone and call a VP or C-suite exec - you thrive on the challenge of knocking down doors - Strategic in your approach - you think about account plans, not just dial counts - Tech-forward and comfortable with modern sales and AI tools; you don't need to know every tool we use, but you're the kind of person who finds and adopts them naturally QUALIFICATIONS - 0–3 years of B2B SDR, BDR, or outbound sales experience. Fresh grads welcome - Proven track record of hitting or exceeding activity and pipeline targets - Experience with outbound tools and CRMs - Experience in logistics, supply chain, or freight tech is valued but not required - Based in or willing to relocate to San Francisco COMPENSATION - Competitive compensation - Equity upside - Medical / dental / vision / 401k

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