Junior Account Executive DACH (German-speaking)
WorkMotion · Remote · Germany
Taking some hits. Ask how long they've been looking.
New Business: you win brand-new customers.
- Base
- Not disclosed
- OTE
- €40K
- Quota attainment
- Not disclosed
- Posted
- 21d 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 WorkMotion's careers page
The job
- What you'd do
- Find and close new deals with German companies, from first call to signed contract, helping them hire people in other countries. You'll find many of your own prospects through cold calls and outreach.
- What you'd sell
Helps companies hire and employ people in any country
When a company wants to hire someone who lives in another country, there are local employment rules to follow. The problem is, getting those rules wrong costs money, and the company can end up in trouble for a worker it never properly hired. WorkMotion helps companies hire, onboard and look after people anywhere in the world, so the new hire is set up properly and the company stays on the right side of the rules.
In plain English, from their own job posts. Something wrong? Tell me · More HR & payroll companies →
- Who you'd sell to
- Founders and HR leaders at German companiesIn their words: “A Hamburg founder wants to put fresh funding into expanding to three countries by next quarter.”
- 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
- OTE is listed. Ask what the base is.
- Transparency
- Shares 1 of 5: quota, attainment, deal size, territory, sales cycle.
- Time on market
- Open 21 days.
- Company hiring
- 2 sales roles open, hiring at a steady pace.
Red lights
None spotted.
Yellow lights
- Native German required. The posting asks for native-level German. Fluent probably won't be enough.
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.
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 base, and how is the rest paid out?
OTE without a base doesn't tell you what you can count on.
- 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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