Our Client is a $1.2B AI-native CRM and workflow platform — Gartner Leader for 5 consecutive years, $200M ARR, growing 50% year-over-year, thousands of enterprise customers globally. They raised $200M in Series B funding in 2024 and are aggressively expanding their US sales team. This isn't another seat at Salesforce — it's a chance to sell against Salesforce, Dynamics, ServiceNow, and Pega with a genuinely differentiated AI + no-code story, in a market full of frustrated legacy CRM customers. You'd be building territory, not inheriting it — with CEO and VP-level support on every major deal.Role Requirements
- Senior (Must-have)
- 4-5+ years enterprise SaaS sales — floor, not preference (Must-have)
- Quota-carrying, full-cycle, net-new sales track record (Must-have)
- $85K–$200K+ ACV deals (segment-appropriate), 3–9 month cycles (Must-have)
- US-based, willing to travel 25–40% (Must-have)
- If in a manager/leadership role for 3–4+ years: must have personally carried an individual quota throughout, not just team targets (Must-have)
- Well over 50% self-generated pipeline (US benchmark is "double" the 35–45% DACH standard) (Must-have)
- Hunter mentality — self-sourcing through cold outreach, prospecting, events, not relying on brand recognition or BDRs (Must-have)
- Specific, nameable outbound cadence (tools, weekly hours, cold-originated deal from the last 12 months) (Must-have)
- Strong communication and executive presence — "should be trying to sell before they've been hired" (Must-have)
- Persistence/resilience for long cycles (red flag: "if they don't respond in 2 months, I move on") (Must-have)
- Coachability and structure — music, military, or competitive athletics background is a recurring positive signal the company leadership has flagged (Must-have)
- Comfort with greenfield/unrecognized-brand selling, not just big-logo name recognition (Must-have)
- Genuine builder orientation — first/early-hire AE experience, having built process from scratch (Must-have)
- 5+ years enterprise sales experience (Must-have)
- Ideal:CRM BPM / workflow automation Marketing automation CX platforms CPQ / CLM iPaaS, (Must-have)
- Adjacent: HCM (e.g. Workday) ERP Data / AI platforms Low-code tools Subscription billing IoT SaaS (Must-have)
About The RoleENTERPRISE ACCOUNT EXECUTIVE - US REMOTE
- $1.2B Unicorn
- 50% YoY Growth
- Fully Remote USA
WHY THIS ROLE
- Sell against Salesforce, not for them. The company goes head-to-head with Salesforce, Microsoft Dynamics, and ServiceNow — and wins on speed, flexibility, and cost. 37% lower TCO than Salesforce per Nucleus Research.
- Greenfield territory. The whole patch is yours to build.
- The numbers back it up. 60%+ of AEs globally hit quota. Average team attainment: 130%. 10+ AEs hit 300%+ of annual quota last year. Ranked #1 on G2 and Repvue for compensation and quota achievement.
- You won't be selling alone. CEO Katherine Kostereva personally engages on major deals. Partners — Deloitte, KPMG, EY — already generate ~30% of pipeline.
- Real career momentum. 10% of the 900-person company was promoted last year.
Responsibilities
- Generate net new pipeline through outbound prospecting, events, and partner relationships
- Own the full sales cycle from first contact to close
- Build relationships with VP and C-suite buyers across Business and IT functions
- Manage forecasting, pipeline, and all sales activity in CRM
- Collaborate with solutions consultants, leadership, and partners to close complex deals
- Expand accounts post-close through upsell and cross-sell motions
Compensation
- Emerging Enterprise: $250,000–$310,000 OTE / $1M quota / 50-50 split / uncapped commission
- Enterprise: $300,000–$350,000 OTE / $1M-$1.2M quota / 50-50 split / uncapped commission
- Accelerators apply above 100% attainment.
- Presidents Club: Annual trip plus performance incentives. FY26 reward for hitting 300%+ attainment was a 3-year sports car lease.
- Benefits: 401k, medical, dental, and vision.
What We're Looking For
- 5+ years enterprise SaaS sales closing complex, multi-stakeholder deals
- A genuine hunter - self-generated pipeline is a core expectation of this role, not a bonus
- Full-cycle sales experience from demand generation to close
- Consistent track record of hitting and exceeding quota
- Strong executive presence and communication skills
- US-based with willingness to travel
- CRM, BPM, workflow automation, or adjacent platform SaaS background is a strong advantage
- Financial services or manufacturing vertical experience is a plus
THE INTERVIEW PROCESSEquity:
- TA Interview
- HM Intro Call
- HM Deep Dive
- Case Study
- CSO Call
- Offer sent
NOVisa sponsorship
Tipo de puesto: Tiempo completo
Sueldo: $200,000.00 - $250,000.00 al año
Pregunta(s) de postulación:
- Total years in sales, and how many carrying a quota in enterprise SaaS? Establish whether the 5+ year floor is real, and how much of that time was actually quota-carrying, full-cycle selling vs. adjacent roles (BDR, pre-sales, management).
- What product(s) have you sold at each of your last few companies — not the tools you used internally, what did you carry quota on? This is the one to probe hardest. Get them to name the actual product and describe the buying committee, not just the company brand.
- Industry verticals sold into? Listen for Financial Services or Manufacturing specifically — Creatio's two priority verticals. Also flag if their whole background is federal government, non-profits, SLED, or healthcare as the dominant vertical.
- Stakeholders typically sold to — seniority and function? Should include both business leadership (VP/C-level) and IT/procurement — Creatio's motion needs both sides engaged, not a single-buyer sale.
- Typical and top-end deal size (ACV), software only? Explicitly ask for software-only, separate from services/implementation. Compare against segment: $85K-$150K (Emerging Enterprise) or $175K-$200K+ (Enterprise).
- Average sales cycle length? Should land in the 3-9 month range. Longer isn't automatically disqualifying, but worth noting if consistently beyond that.
- Split between new-logo business and existing-account growth? Looking for a genuine hunter bias, not a farmer managing an inherited book. Probe this hard for Salesforce Strategic AE titles specifically.
- Quota and attainment percentage for the last 2-3 years, year by year? Get real numbers, not "we had a good year." 110%+ is the target; note if attainment includes team numbers vs. personal.
- Share of pipeline self-sourced, and what tools/cadence do you use? The single most important question to validate — see the deep-dive follow-up below. Candidates often overstate this.
- Location, and availability for 25-40% travel? Confirm US-based (Canada sometimes acceptable) and genuine comfort with the travel cadence, not just a polite "sure."
- What's prompting a move now? Listen for a coherent "why now" — and if there's a management-to-IC transition or a career gap, ask directly rather than let it sit unexplained.
Lugar de trabajo: Empleo remoto
