01 · 30 min
Preliminary call
By phone or video — we mutually clarify whether the role fits the person. No test assignments, no HR filter questions. You speak directly with someone from the practitioner team, not with a recruiter.
Careers · Sales · Flagship role
Our first dedicated sales role — and it is cut wider than the title suggests. You own the whole path: from the qualified lead through the opportunity to the signed contract, and then on to the point where the customer you won is genuinely making progress with what we sell. Whoever fills this role is a candidate for the position of Sales Director — and, in time, for a move into the management team.
How the role is cut
The role is deliberately not limited to meetings inside the sales process. The shares are indicative and shift as we scale.
Qualifying leads, pursuing opportunities, building proposals, negotiating and closing complex contracts — enablement included: checking, sourcing and readying the resources so that what you promise can actually be delivered.
Staying with it after signature: is the project running in the customer’s interest, are they getting somewhere with what they bought, do expectation and delivery match? This role stays on the case instead of handing over and disappearing.
Sales strategy, material, routines. As we scale, building a sales team is added, along with structuring adjacent parts of the business so that things run without friction.
Compensation
Whoever owns revenue should earn from it. This role therefore has a deliberately different compensation model from the other positions.
A base salary you can live on without speculating on the variable component. We do not believe in models that push the entire risk onto the sales role.
The variable component is deliberately set above average and is not capped. We put the basis of calculation in writing before the contract is signed — traceable and verifiable.
Once success has been demonstrated over a jointly agreed period, a company participation package is added. We discuss structure and conditions openly as soon as the role fits on substance.
We discuss concrete figures in the first conversation — together with the basis of calculation for the variable component, so you can do the maths instead of guessing.
What we offer
Send us your CV and two sentences on why this role in particular. We do not need a templated cover letter. If you have questions first, take the 15-minute introductory call.
Application
Upload your CV, add two sentences on why this role in particular — that is all we need. We do not read templated cover letters anyway.
How the selection process runs
We deliberately keep it transparent. You know at all times where you stand — and we take the time to really get to know you, rather than filtering by CV checkboxes.
By phone or video — we mutually clarify whether the role fits the person. No test assignments, no HR filter questions. You speak directly with someone from the practitioner team, not with a recruiter.
An in-depth conversation about the technical topics of your future role. For Microsoft positions, with a system demo; for Independent Engineering, with a code review of your own work; for the sales role, with a qualification and proposal case from our portfolio.
You meet the team you would actually work with. We skip stress interviews — we want to see whether the working chemistry fits. Both sides can decline, both sides can raise concerns.
Within a week of the team interview, you receive our written offer — or an honest rejection with reasons. We agree on the start date together, typically with 4–8 weeks of lead time.
15-min preliminary call
Book 15 minutes — we'll tell you honestly whether the role fits you and whether our setup matches your expectations. No application pressure, no follow-up calls you haven't requested.