Read the pay correctly.
Base salary and OTE are different numbers. See what the employer published and where it came from.
Make your next move count.
A big OTE on a job post does not mean you can earn it. Compare sales roles with published pay and company research, so you can focus on opportunities with a realistic shot at hitting OTE.
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Interviews take time. So does ramping into a new role. Look at the compensation, the company and the unanswered questions before you commit to either.
The posting tells you what is advertised. The research helps you decide what is worth your time.
The number on a job post is a starting point. See the pay, the evidence and the questions that still need answers.
Base salary and OTE are different numbers. See what the employer published and where it came from.
Company research from trusted data sources adds context to the role. Supporting evidence belongs beside the assessment.
Missing information stays visible. Published OTE alone does not prove that reps are hitting it.
Five weighted pillars inform the VOTE score, using the evidence available for each: compensation 25%, product 25%, investors 20%, go-to-market 20% and culture 10%.
Insufficient evidence can hold a score back. Ask about team attainment, ramp time, territory and how quota is set before accepting an offer.
Compare SDR and AE opportunities, narrow your search and open the supporting evidence when you want the detail.
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We screen opportunities using available compensation and company information. Review the evidence and gaps in the assessment. An employer's advertised earnings are not guaranteed.
No board can promise that. OTE includes variable compensation. Ask about team attainment, ramp time, territory and quota.
Missing information should stay visible. A missing quota figure is not an endorsement.
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