Job intelligence
Strategic Account Executive, Iberia
Cresta
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
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
The listing is still missing enough detail that the most useful next step is to resolve the open questions before making a strong comparison.
Current comparable position is around the 30th percentile.
The work arrangement can be assessed, although it is not among the most flexible patterns detected.
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
4 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
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
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
No major trade-off is stated clearly in the information available here. Employment terms outside the listing may still matter.
Questions worth asking before you invest more time
- Confirm which countries employees may work from and whether payroll-country, timezone or office-attendance restrictions apply.
- 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.
Technical Account Manager, Commercial
Socket · Canada, USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
Enterprise Account Executive
Cresta · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
VP Sales (f/md/)
Clariness GmbH · Berlin
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
VP Sales, UKI
Ping Identity · Ireland, UK
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
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 (42) · EUR (10) · GBP (5) · CAD (3). 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.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
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.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
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 3399 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 31% 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
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- What retirement or pension contribution does the employer provide?
- 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?
- Is there a firm application deadline, a rolling review window or no stated closing date?
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
- respond to customers' inquiries
- produce sales reports
- demonstrate motivation for sales
- implement customer follow-up
- communicate with customers
- have computer literacy
- prospect new customers
Context-dependent ESCO skills
- media formats
- chemical products
- provide advertisement samples
- apply social media marketing
- office equipment
O*NET · U.S. occupation
Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products
O*NET occupation skills
- Persuasion
- Speaking
- Active Listening
- NegotiationPhrase in listing
- 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
Event & Field Marketing Manager – East / Central
Cresta · USA
same seniority band · same employment type · similar work-arrangement evidenceAccount-Based Marketing Manager
Rithum · USA
same seniority band · same employment type · similar work-arrangement evidenceSenior Manager, Customer Marketing
CoderPad · USA
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.
Career move map
What sits one step away?
This listing is currently read as Leadership. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Account Manager (West Coast, NZ)
Halter · New Zealand
Similar work arrangement · Same employment type · Recently postedLead Sales Engineer, Strategic Accounts - West
Amplitude · USA
Similar work arrangement · Same employment type · Recently postedThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
Procurement 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
- Procurement Seen in 17 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Procurement rather than relying on a keyword-only claim.
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
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.
Procurement
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.
Prepare for a stated application step
A portfolio or work sample is explicitly mentioned.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
Decision analysis
What the listing really tells you
For Strategic Account Executive, Iberia at Cresta, the most useful clues right now are compensation has enough depth for comparison, remote flexibility can be weighed properly, and the application route gives a few useful clues. Looking at them together makes the trade-offs easier to see.
Compensation has enough depth for comparison
Among 30 current comparable salaries in EUR, the normalized annual midpoint is around the 30th percentile. This compares advertised pay in the same currency and does not include every element of total compensation.
Remote flexibility can be weighed properly
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 68/100.
The application route gives a few useful clues
Provider-mediated application path · 1 visible process step. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
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
Built from the pay, location, qualification, mobility, application and source details available for this vacancy. Anything the listing leaves unresolved stays unresolved.
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 configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 1 days ago.
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
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- 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 30 / 100 within its current occupation/seniority sample.
- 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.
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.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The listing was posted about 1 days ago.
Compensation intelligence
How competitive is this pay?
Below many comparable disclosed salaries
The annualized midpoint is below the current comparable median but remains within the sample’s lower-to-middle range.
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: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Cresta
Mixed 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
Cresta — 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 (10) · Software engineering (3) · Product (2)
Visible seniority mix: Early-career (1) · Senior / lead (9) · Leadership (18)
Current employment-type mix: Full time (32)
Most visible hiring countries in this sample: United States (16) · United Kingdom (5) · Australia (5) · Spain (3)
Other current roles from this employer
Forward Deployed Product Manager, AI Agent
USA
Senior / lead · Region-restricted remoteUSD 170,000–280,000 / yearEvent & Field Marketing Manager – East / Central
USA
Leadership · Region-restricted remoteUSD 110,000–150,000 / yearEnterprise Solutions Engineer
USA
Senior / lead · Region-restricted remoteUSD 200,000–275,000 / yearEnterprise Account Executive
USA
Leadership · Region-restricted remoteUSD 240,000–300,000 / yearThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 201,250 median · 12 disclosed salaries
Questions worth asking this employer
- What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
- 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?
- What is the expected application and interview timeline if the listing does not state a closing date?
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
Remote with some uncertainty or restrictions
Why this score?
- The role is remote, but the exact applicant-location restrictions are not clear.
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 Account Executive, Growth - META | Remote | Spain
Grafana Labs · Spain
EUR 170,000–211,250 / year Remote — restrictions unclearWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Enterprise Account Executive, Acquisition - META | Remote | Spain
Grafana Labs · Spain
EUR 170,000–211,250 / year Remote — restrictions unclearWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Sales Director, DACH
Sierra · Germany
EUR 210,000–285,000 / year Remote — restrictions unclearWhy comparable: Same seniority band · Similar work-location arrangement · Same employment type
Check: Different country from the current job.
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: jobicy.com · HTTPS
Visible application steps or requirements
- A portfolio or work sample is explicitly mentioned.
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.
Cresta unlocks the true potential of the customer experience, turning every conversation into a competitive advantage. Cresta’s unified AI platform combines conversational AI agents, real-time human agent augmentation, and comprehensive conversation intelligence to drive revenue and efficiency gains across every channel. The world’s leading companies, including United Airlines, Cox Communications, and Marriott, use Cresta to power world-class customer experiences every day.
Born from the Stanford AI Lab, Cresta has raised more than $270 million from the world’s leading investors, including a16z, Greylock, and Sequoia. Cresta’s leadership includes some of the leading minds in AI today. Our CEO, Ping Wu, founded and led Google's Contact Center AI and Vertex AI platforms before joining Cresta to build the future of AI-driven customer experiences.
Over the next few years, AI is going to redefine how people all over the world interact with businesses every day. Come build that future at Cresta.
About the role:
As a founding Strategic Account Executive for Iberia, you will own 8-12 of the largest strategic accounts across Spain and/or Portugal — IBEX35-caliber banking, telco, insurance, utilities, and travel enterprises. You'll run complex, multi-level sales cycles from 6 to 18 months, build both the business case and the technical win alongside your Solutions Consultant, and drive long-term land-and-expand strategy while continuing to bring in new logos.
As part of the founding Iberia team, you'll work alongside a 10-person Madrid-based org (SDR, SC, and Customer Success) and help shape the region's go-to-market strategy from the ground up.
Responsibilities:
- Manage a portfolio of 8-12 top strategic accounts in Spain and/or Portugal
- Generate your own pipeline — Cresta drives strong inbound, but Strategic AEs are expected to self-source roughly 50% of pipeline
- Orchestrate complex, multi-level sales cycles (6-18 months) across buying committees, procurement, legal, and security
- Build the business case and the technical win in partnership with your Solutions Consultant and extended team
- Drive land-and-expand strategy with a long-term vision for each account, while continuing to prioritize new-logo acquisition
- Partner closely with Product, Marketing, Customer Success, and Engineering to deliver an exceptional customer experience
Qualifications We Value:
- 8+ years of enterprise SaaS sales experience, including at least 4 years as a quota-carrying individual contributor selling into large Spanish enterprises (IBEX35 or equivalent: banking, telco, insurance, utilities, travel)
- Verified track record closing deals of €500K+ ARR / €1M+ TCV, including at least one deal exceeding €1M TCV at an IBEX35-caliber account
- New-logo hunting as your primary motion — majority of attainment historically from net-new logos rather than installed-base expansion
- Experience navigating complex 6-18 month cycles, including RFPs, buying committees, and procurement/legal/security review in regulated industries
- Existing C-level/VP network within Spanish enterprise accounts
Nice-to-Have:
- CX / contact center / conversational AI domain exposure (CCaaS, WEM, analytics, virtual agents)
- Experience opening a market or territory from zero for a hyper-growth vendor
- Experience co-selling with SIs and channel partners (e.g. Accenture, Telefónica Tech, Sabio-type ecosystem)
- Familiarity with Ley SAC and Spanish regulatory drivers in customer service
- MEDDPICC (or equivalent) formally trained
Language & Travel:
- Native or negotiation-grade Spanish, fluent English; Portuguese is a strong plus
- Madrid-based, with travel across the Iberian Peninsula expected
Perks & Benefits:
We offer a comprehensive and people-first benefits package to support you at work and in life:
- Comprehensive medical, dental, and vision coverage with plans to fit you and your family
- Flexible PTO to take the time you need, when you need it
- Paid parental leave for all new parents welcoming a new child
- Remote work setup budget to help you create a productive home office
- Monthly wellness and communication stipend to keep you connected and balanced
Compensation at Cresta
Cresta’s approach to compensation is simple: recognize impact, reward excellence, and invest in our people. We offer competitive, location-based pay that reflects the market and what each individual brings to the table.
The posted base salary range represents what we expect to pay for this role in a given location. Final offers are shaped by factors like experience, skills, education, and geography. In addition to base pay, total compensation includes equity and a comprehensive benefits package for you and your family.
This role is variable target compensation eligible. There is potential to exceed target earnings when goals are surpassed.
Comp: €110K-€135K base, €220K-€270K OTE + equity
Our use of AI in recruiting: We may use AI tools in our recruiting process, which require human review and oversight. If you have questions about our use of AI or wish to opt out, please contact recruiting@cresta.ai (if you are opting out, please use the subject ‘Opt-Out’ in your email).
Recording & AI transcription: We do not authorize candidates to record or use AI transcription of any interview by phone, notetaker app, AI glasses, or other device. Candidates may request an exception or accommodation for review during the interview process as needed.
Recruiting impersonation scams: We have noticed a rise in recruiting impersonations across the industry, where scammers attempt to access candidates' personal and financial information through fake interviews and offers. All Cresta recruiting email communications will always come from the @cresta.ai domain. Any outreach claiming to be from Cresta via other sources should be ignored.
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 past 3 days
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: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.