Job intelligence
Business Development Manager - Global, Remote (UNCAPPED COMMISSIONS)
Magic
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
This opportunity needs a closer read before drawing a strong conclusion, especially around location rules could change the fit.
Current comparable position is around the 7th percentile.
The description appears to impose a timezone restriction.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
5 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Location eligibility
- Application closing time
- Employment type
Core evidence complete
All five core facts are stated. Other details can still matter, so continue with the qualification, mobility, employer and application checks below.
Unknown information is never converted into a negative score. The questions above exist to prevent missing evidence from being mistaken for a favorable term.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- Location rules could change the fit: The description appears to impose a timezone restriction.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
B2B Sponsorship Sales Executive
Pmmalliance · Hybrid, or Fully Remote within the UK
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Seniority is not explicit
Account Executive - Chicago, IL
PadSplit · Remote — Worldwide
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
About 410% higher advertised midpoint
Commercial Account Manager (Remote, MST)
Aon · Remote — Worldwide
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
About 202% higher advertised midpoint
Global Strategic Account Manager
jrni · Remote — Worldwide
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
About 504% higher advertised midpoint
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Sales roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (43) · EUR (12) · GBP (7) · CAD (2). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Uses only roles with a stated employment type.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 3445 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 33% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is limited in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- commercial sales representative
- technical sales representative
- technical sales representative in hardware, plumbing and heating equipment
- medical sales representative
- technical sales representative in chemical products
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products 41-4011.00
- Sales Representatives of Services, Except Advertising, Insurance, Financial Services, and Travel 41-3091.00
- Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 41-4012.00
- Real Estate Sales Agents 41-9022.00
- Solar Sales Representatives and Assessors 41-4011.07
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
commercial sales representative
Usually essential in this ESCO occupation
- carry out sales analysis
- prospect new customers
- ensure compliance with legal requirements
- consumer goods industry
- ensure compliance with purchasing and contracting regulations
- communicate with customers
- customer relationship management
Context-dependent ESCO skills
- types of maritime vessels
- types of aircraft
- develop promotional tools
- outdoor advertising
- stay up to date with social media
O*NET · U.S. occupation
Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products
O*NET occupation skills
- Persuasion
- Speaking
- Active Listening
- Negotiation
- Social Perceptiveness
- Reading Comprehension
- Service Orientation
- Coordination
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Marketing Manager
Confluent Health · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceProduct Marketing Manager
Honeycomb · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceTechnical Support Specialist
Freshly Commerce · Anywhere in the World, 🇨🇦 Canada and 🇺🇸 United States of America, Ontario
same seniority band · same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Skill bridge
What does this role connect to?
B2B Sales is one of the signals this listing shares with skills appearing often across current Sales roles opportunities.
Skills named in this listing
Shared with the current career sample
- B2B Sales Seen in 7 sampled listings
- HubSpot Seen in 6 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used B2B Sales and HubSpot rather than relying on a keyword-only claim.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Customer success & support roles and Marketing roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 76 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
B2B Sales
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
HubSpot
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
For Business Development Manager - Global, Remote (UNCAPPED COMMISSIONS) at Magic, the most useful clues right now are the advertised pay can be placed in context, remote flexibility can be weighed properly, and the visible application effort can be estimated. Looking at them together makes the trade-offs easier to see.
The advertised pay can be placed in context
The annualized midpoint sits near the 7th percentile within 481 comparable USD salary observations. Treat that as current advertised-pay context rather than a forecast of take-home or total compensation.
Remote flexibility can be weighed properly
Location flexibility can be assessed here: Highly location-flexible, with a Remote Freedom reading of 86/100. One practical limit to notice is the description appears to impose a timezone restriction..
The visible application effort can be estimated
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
The listing was posted about 18 days ago. Verify that it is still accepting applications.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- The available work-location evidence indicates strong location flexibility.
Visible cautions
- The description appears to impose a timezone restriction.
- The listing was posted about 18 days ago. Verify that it is still accepting applications.
- Some compensation may be variable or performance-based. Confirm the guaranteed base amount before comparing headline pay.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Pay and barrier context available
The current pay position can be viewed alongside the stated barriers, but the available detail does not support a stronger conclusion.
Comparable disclosed-pay evidence places this job at about 7 / 100 within its current occupation/seniority sample.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The observable Remote Freedom evidence is strong and contains few explicit restriction signals.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Compensation intelligence
How competitive is this pay?
Below many comparable disclosed salaries
The annualized midpoint is below the 25th percentile boundary of the current comparable sample.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
- Salary confidence: Medium. The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
- Range quality: Broad but usable range.
- Approximate annualized pay is USD 18,000–30,000 / year; this is a period conversion for comparison, not an employer guarantee.
Employer compensation communication
Pay transparency at Magic
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Magic — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Sales (2) · Software engineering (1) · Marketing (1)
Visible seniority mix: Mid-career (3)
Current employment-type mix: Full time (3) · Contract (2)
Most visible hiring countries in this sample: Philippines (1)
Other current roles from this employer
Web Developer - Freelance, Remote
Remote — Worldwide
Mid-career · Worldwide remoteUSD 14,560–14,560 / yearSEO Specialist - Freelance, Remote
Remote — Worldwide
Mid-career · Worldwide remoteUSD 14,560–14,560 / yearCustomer Success Manager
Philippines
Seniority not clearly specified · Remote — restrictions unclearPHP 720,000–960,000 / yearAccount Executive - Global, Remote (UNCAPPED COMMISSIONS)
Remote — Worldwide
Mid-career · Worldwide remoteUSD 18,000–54,000 / yearThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Highly location-flexible
Why this score?
- The source describes the role as open worldwide or globally.
Location restrictions detected
- The description appears to impose a timezone restriction.
Flexibility signals detected
- Worldwide or global remote eligibility is explicitly indicated.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- Some compensation may be variable or performance-based. Confirm the guaranteed base amount before comparing headline pay.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Enterprise Sales Leader
Sierra · USA
USD 450,000–470,000 / year Region-restricted remoteWhy comparable: Similar work-location arrangement · Same employment type · Recently posted
Check: Seniority is not explicit in the alternative listing.
Director, Enterprise Sales, West
Cresta · USA
USD 330,000–380,000 / year Region-restricted remoteWhy comparable: Similar work-location arrangement · Same employment type · Recently posted
Enterprise Sales Director
Sierra · USA
USD 240,000–305,000 / year Region-restricted remoteWhy comparable: Similar work-location arrangement · Same employment type · Recently posted
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: himalayas.app · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
About Magic
Magic is a leading modern outsourcing platform that connects SMBs to high-quality remote workers, from SDRs to virtual assistants and more. With roots in Silicon Valley, and backing from top venture capitalists, our workers are supercharged with a combination of the latest AI technology and training.Role Purpose
We are seeking experienced and driven Business Development Managers (Account Executives) who are passionate about helping fast-growing businesses achieve their goals. As a BDM, you will own the end-to-end sales cycle—from initial outreach and discovery to closing and onboarding—while consistently creating value and fostering lasting client relationships.We will give you 50+ warm inbound leads per month. Your job? Own them. All the way.From discovery to close, from "not now" to "let's revisit", your success will come from your grit, discipline, curiosity, and accountability. We're looking for high-performing Account Executives who are obsessed with results, coachable to the core, and treat every lead like gold.
Key Areas of Impact and Focus:
Core Responsibilities:
-
Own the full sales cycle from inbound discovery to follow-up, closing, and successful onboarding, ensuring a smooth transition for new clients and hitting quota monthly
-
Run 15+ discovery calls per week with C-level and Director-level prospects; uncover pain, establish urgency, and align the right product
-
Know when to position which Magic product by becoming a true product expert and match offerings to prospect needs with precision
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Treat every lead like a win waiting to happen by working “not now” leads with discipline and creativity until the timing is right
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Work every deal to completion and don’t let momentum die; follow up persistently, update next steps, and never lose track of potential
-
Own your pipeline like a pro while keeping HubSpot clean, prioritize outreach, and maintain deal velocity at all times
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Collaborate with Sales, Support, and Ops Teams to ensure clients start strong and are set up for long-term success
-
Share what’s working and learn what’s not bringing a growth mindset to every deal, and adapt quickly when SOPs, experiments, or strategies evolve
-
Continuously learn and improve, seeking feedback, applying it fast, and treating personal growth like part of the job
-
Stay consistent, stay hungry while showing up with energy, drive, and the mindset that every day is an opportunity to win
What Winning Looks Like:
- You handle 2 to 8 discovery calls per day and never drop the ball
- You don’t let soft “no's” die. You work the deal until the answer is final
- You actively ask, “What could I do better?” and apply the feedback fast
- You own your pipeline like you personally paid for the lead. Every lead, every stage, is tracked and followed up on
- You’re not waiting for opportunities, you’re creating them in your pipeline
Who This Role is Not For:
- You blame the leads, the tools, or the process, rather than asking what you could do better
- You need a manager to tell you what to do every day
- You think leads manage themselves and don’t believe in persistent, proactive follow-up
- You don’t take the initiative to improve; you wait for someone to tell you what to fix
- You treat “bad timing” or “not now” as dead ends instead of future wins to nurture
Qualified Candidate Requirements:
Qualification Requirements
- Experience Fit: 2+ years of B2B sales experience (SMB/Mid-Market, U.S. or Canada), with a proven track record selling SaaS, subscription services, AI, or outsourcing to executive-level buyers.
- GTM Fit: You’ve thrived in high-volume inbound environments and treat every lead with the tenacity and structure of an outbound opportunity (no stone left unturned).
- Sales Style Fit: You’re a consultative, relationship-first seller who drives urgency, uncovers pain, and positions value across multiple stakeholders.
- Mindset Fit: Hungry, gritty, coachable, self-accountable, and you take ownership of outcomes and don’t wait to be told what to fix.
- Culture Fit: You thrive in a fast-changing startup, are mature, proactive, curious, and a driver of team momentum.
- Tech Fluency: You’re strong with HubSpot, AI tools, and modern sales platforms, using technology to go faster.
- Start Date: You can start on February 9, 2026
Key Time Zone Schedule Requirements
- Work Schedule: 9-hour shifts following US business hours between 9:00 AM - 8:00 PM Eastern Time
- Training Schedule: 9:00 AM - 5:00 PM Eastern Time (mandatory attendance)
- Time Zone Alignment: Must be able to consistently work in Eastern Time, including adjustments for Daylight Saving Time
- Availability: Monday to Friday, with consistent availability during U.S. business hours
Equipment Requirements (Self-Provided)
- Computer/laptop meeting company specifications
- Reliable high-speed internet connection (minimum 50 Mbps download/10 Mbps upload)
- Professional headset for clear client communication
- Quiet, distraction-free work environment
- Backup power/internet solution for uninterrupted client service
Traits of a Top Performer at Magic Sales Team
- Hunger: You chase results and hate leaving potential on the table
- Grit: You keep pushing when it gets hard because that’s where wins happen
- Coachability: You treat feedback like fuel
- Maturity: You treat leads like gold and time like your most valuable asset
- Ownership: You drive your own success; you don’t wait for it
- Problem Solver: You look for paths forward, not reasons it won’t work
Application Process
- Apply - Application + Video Questions
- HR Interview - 1 on 1 with HR
- 2nd Level Interview - 1 on 1 with Sales Leadership
- We may have a 3rd interview with an additional sales leader
- Role Play Exercise - 1 on 1 with Sales Leadership
- Final Interview - Team-Based Interview
Why Top Sales Performers Choose Magic
Limitless Earning Potential
- Guaranteed Base: $1,500 - $2,500 monthly foundation for stability
- Performance Commission: 15-25% increasing with performance excellence
- Average Commission Reality: $1,500 - $2,000 monthly (what most BDMs earn)
- Total Monthly Earnings: $2,500 - $4,500+ with clear path to increase
- Truly Uncapped Commission: Our top performers consistently earn $5,000+ monthly
- Accelerated Growth: Commission percentages increase as you exceed targets
- Rapid Advancement: Clear path to senior roles with enhanced compensation
Originally posted on Himalayas
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Himalayas. Destination: himalayas.app. The application opens in a new tab so you can keep this report open.