Questions to ask a recruiter (and the hiring manager) about a sales job
The first recruiter call is a screen for you as much as for them. The right questions tell you whether the OTE is real, whether the territory can carry a number and whether the manager keeps good people. Here they are, grouped by topic, with what a good answer sounds like.
Ask the recruiter the screening questions early, then save the deeper ones on quota, pipeline and team for the hiring manager, who usually knows the detail. You won't need every question. Pick the three or four that would change your decision.
Role and territory 🗺️
Why it matters: the patch decides how much you can sell before you've made a single call.
| Ask | A good answer sounds like |
|---|---|
| Is this a new role or a backfill? If a backfill, why did the last person leave? | A clear reason, such as a promotion or a new territory. Vagueness is worth a follow-up. |
| What's the territory: named accounts, a region, a vertical or a segment? | Specifics: roughly how many accounts, and an example of a typical customer. |
| How much is new business and how much is existing customers? | A rough split, not "a bit of both". |
| Is the territory likely to change in the next year? | Honesty about planning cycles and how pipeline is protected if it does. |
Quota and attainment 🎯
Why it matters: an OTE nobody hits is a marketing number. In the Bridge Group's 2026 AE study of 158 B2B companies, 48% of reps hit their annual quota, so ask where this team sits against that.
| Ask | A good answer sounds like |
|---|---|
| What percentage of the team hit quota last year, and the year before? | A number or a range, with context if it was low. Well above half is a good sign. |
| What was average attainment, and what did a typical rep take home? | A figure close to OTE. If nobody will say, treat the OTE as a best case. |
| How is quota set, and did it go up this year? | A method tied to territory potential, not just "last year plus 30%". |
The comp plan 💷
Why it matters: the plan rules decide what the headline number is worth. Our guide on how to negotiate sales OTE shows how to compare offers once you have the answers.
| Ask | A good answer sounds like |
|---|---|
| What's the base, the variable and the split? | Clear numbers. New-business AE roles often sit near 50/50. |
| Is commission capped, and where do accelerators start? | Uncapped (or a high cap nobody has hit), with accelerators above 100%. |
| Is there a draw or guarantee during ramp, and is it recoverable? | A non-recoverable guarantee is better for you. A recoverable draw is a loan against future commission. |
| Are there clawbacks, and when is commission paid? | A short clawback window, and clear timing: on booking, invoice or cash, monthly or quarterly. |
Ramp and enablement 🎓
Why it matters: the same Bridge Group study put average AE ramp at 6.2 months, so support in the first half-year counts.
| Ask | A good answer sounds like |
|---|---|
| How long is ramp, and what's the ramped quota each month? | A written ramp schedule, not "we're flexible". |
| What does onboarding look like in the first 30 days? | A plan with training, shadowing and a buddy. |
| Who helps on deals: solutions engineers, specialists, partners? | Named roles and a sensible ratio of sellers to presales. |
Pipeline sources 🔁
Why it matters: it tells you how much of your week goes on prospecting.
| Ask | A good answer sounds like |
|---|---|
| Where does pipeline come from: inbound, outbound, partners or existing customers? | Rough percentages. Mostly outbound is fine if the ramp and OTE reflect it. |
| Is there SDR support, and how many SDRs per AE? | A clear setup and an agreed definition of a qualified meeting. |
| Is there pipeline to inherit on day one? | Specifics: how many open opportunities, and at what stages. |
Team and manager 🤝
Why it matters: people often leave managers, not companies.
| Ask | A good answer sounds like |
|---|---|
| How long has the manager been in post, and how long have the reps been on the team? | Most of the team has been there a year or more. |
| How many people left in the last 12 months, and why? | An honest number with reasons. Promotions count in the team's favour. |
| How are 1:1s, forecasting and deal reviews run? | A regular rhythm that includes coaching, not just chasing numbers. |
| Could I speak to someone on the team? | "Of course." |
Process and timeline 🗓️
- What are the stages, and who will I meet at each one?
- Is there a presentation, role-play or 30/60/90-day plan?
- What's the timeline to an offer?
- What would make someone stand out for this role?
A copy-paste reply to recruiter outreach ✉️
Use this when a recruiter messages you about a role. It's friendly, short and gets the deal-breakers answered before you spend an hour on a call.
1. Is the role remote, hybrid or office-based, and where?
2. What are the base and OTE, and is commission capped or uncapped?
3. What does the benefits package include (pension, healthcare, holiday)?
4. What does career development look like, and where have people in this role moved on to?
Happy to share my availability once I know a bit more. Thanks, [your name]
Good recruiters answer quickly. If exact numbers aren't shareable yet, a range is fine.
Red flags worth a second look 🚩
- Nobody will share attainment, even as a range.
- "Uncapped" commission, but nobody has earned above target.
- High turnover, or a manager who is new and a team that is newer.
- You can't see the comp plan before you sign.
Sources
Questions
What should I ask a recruiter about a sales job?
Start with the deal-breakers: location, base and OTE, whether commission is capped, and benefits. Then ask the hiring manager about quota attainment, ramp, pipeline sources and team turnover.
Is it OK to ask what percentage of reps hit quota?
Yes. It's the best single test of whether the OTE is realistic. In the Bridge Group's 2026 AE study, 48% of reps hit annual quota, so a team well above that is a good sign.
Should I ask about salary on the first recruiter call?
Yes, politely. Asking for the base, OTE and split early saves everyone time. Our template above asks in one friendly message.
What is a clawback in a sales comp plan?
Commission taken back if a customer cancels or doesn't pay within a set period. Ask how long the period is and whether it's deducted from future commission.
Related guides
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Turn this into a prep plan you can actually follow
A Notion workbook for AWS sales interviews: a story bank that scores your stories as you write them, 29 question patterns mapped to the principles, a planner for every round and a day-of cheat sheet. £29, one payment.
Principled Pitch is independent. Pay, quotas and hiring processes vary by company and country, so check the details of any role with the recruiter.