Job intelligence
Enterprise Account Executive, North America
Sonatype
Before relying on the listing: Confirm Compensation and 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
This opportunity needs a closer read before drawing a strong conclusion, especially around the pay picture is incomplete.
A financial comparison will need the approved compensation range.
Geographic eligibility is restricted to a country or region.
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
3 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
- Work arrangement
- Location eligibility
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- 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
- The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- 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 · Same country · Similar work arrangement
Enterprise Account Executive
Cresta · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
Senior Sales Engineer
Commvault · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
Key Account Manager (Texas)
Halter · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
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.
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.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
Uses only roles with a stated employment type.
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 does not state usable structured compensation. About 31% of the bounded current role sample does.
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 less 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: current same-currency market context.
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.
The approved base-pay range is not established in the listing.
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
- What is the approved base-pay range for this role?
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- 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?
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
- SpeakingPhrase in listing
- 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 stated country · same seniority band · same employment typeAccount-Based Marketing Manager
Rithum · USA
same stated country · same seniority band · same employment typeSenior Manager, Customer Marketing
CoderPad · USA
same stated country · same seniority band · same employment typeAdjacent-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
Regional Sales Lead (North Dakota)
Halter · USA
USD 200,000–272,500 / year Same country · Similar work arrangement · Same employment typeLead Sales Engineer, Strategic Accounts - West
Amplitude · USA
Same country · Similar work arrangement · Same employment typeThese 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?
Cybersecurity 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
- Cybersecurity Seen in 13 sampled listings
- Procurement Seen in 17 sampled listings
- Supply Chain Seen in 8 sampled listings
Combinations also appearing together
- Cybersecurity + Procurement appeared together in 4 sampled listings
- Procurement + Supply Chain appeared together in 4 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Cybersecurity, Procurement, and Supply Chain 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.
Cybersecurity
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.
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.
Supply Chain
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
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- 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
The headline alone does not tell the whole story for Enterprise Account Executive, North America at Sonatype. The clearest decision context comes from remote flexibility can be weighed properly, the visible application effort can be estimated, and source continuity adds useful context.
Remote flexibility can be weighed properly
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. One practical limit to notice is geographic eligibility is restricted to a country or region..
The visible application effort can be estimated
Provider-mediated application path · 1 visible process step. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
How this analysis is assembled
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
Comparable salary data is not available for this job yet.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.
The source posting date is today.
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
- Geographic eligibility is restricted to a country or region.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- 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.
Compensation intelligence
How competitive is this pay?
Comparable salary data is not available for this job yet.
Why this analysis?
- Comparable salary data is not available for this job yet.
- Salary confidence: Not available. No disclosed salary can currently be normalized for comparison. Missing compensation is not treated as low-quality salary evidence.
- Range quality: No disclosed range.
Employer compensation communication
Pay transparency at Sonatype
Limited 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
Sonatype — 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 (3) · Customer success (1)
Visible seniority mix: Mid-career (1) · Senior / lead (1) · Leadership (2)
Current employment-type mix: Full time (5)
Most visible hiring countries in this sample: United States (2) · United Kingdom (1) · Germany (1)
Other current roles from this employer
Enterprise Account Executive, DACH
UK
Leadership · Region-restricted remoteCulture & Engagement Partner
Remote — Worldwide
Mid-career · Worldwide remoteAccount Executive, Velocity, DACH
Germany - Remote
Seniority not clearly specified · UnclearFederal Customer Success Manager - DevOps
USA
Senior / lead · Region-restricted remoteThese 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
- 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 source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
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:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
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.
Sonatype is the software supply chain security company. Sonatype is accelerating the future of agentic software development. As developers and AI agents build faster than ever, enterprises need a new level of control, visibility, and confidence at the moment software is assembled. Our Nexus One platform helps development, security, and platform teams govern the components, dependencies, models, and artifacts that power modern applications without slowing innovation down.
We are uniquely positioned to lead this next era. Sonatype operates both Maven Central, one of the world’s largest public open source registries, and Nexus Repository, a top-ranked enterprise repository used by thousands of organizations and over 70% of the Fortune 100. With over 1 trillion downloads annually across our ecosystem, we have unmatched visibility into how software is published, consumed, and propagated. That insight helps our customers make smarter decisions earlier, reduce rework, avoid security surprises, and ship AI-powered software with greater speed and confidence.
We are seeking an exceptional Enterprise Account Executive — US to accelerate Sonatype's growth across one of the most commercially significant and competitive enterprise technology markets in North America.
This is a pure new-logo acquisition role for an accomplished enterprise hunter who thrives on creating opportunities, displacing established competitors and winning complex, high-value enterprise business.
As artificial intelligence transforms how software is developed, organisations are facing unprecedented challenges around open source security, software supply chain integrity, developer productivity and governance.
Sonatype operates at the intersection of these challenges, helping some of the world's largest organisations build and deploy software securely through industry-leading software supply chain intelligence and an integrated platform spanning repository management, application security and malware prevention.
The US West territory presents an opportunity for a commercially ambitious seller to develop strategic enterprise relationships, challenge established technology providers and build a significant new-business pipeline.
You will own a defined portfolio of enterprise prospects across the United States, with a clear mandate to identify, develop and close new-logo opportunities.
This is not an account management position, nor is it a role designed around managing an inherited customer portfolio.
Your success will be defined by the new customers you acquire, the competitive opportunities you create and the revenue you generate.
You will be expected to operate confidently against an annual quota, bringing the commercial discipline, enterprise sales experience and competitive intensity required to deliver sustained performance.
We're particularly interested in speaking with consistently high-performing enterprise sellers who have achieved President's Club, Pinnacle Club or equivalent recognition and can demonstrate repeated success in complex, competitive technology markets.
Our role in detail:
Territory Development & Strategic New-Logo Acquisition:
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Develop and execute a comprehensive enterprise territory strategy across an assigned portfolio of US accounts.
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Take full accountability for new-logo acquisition, building and converting a sustainable pipeline of high-value enterprise opportunities.
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Identify and prioritise strategic prospects based on enterprise size, software development complexity, security maturity, competitive landscape and commercial potential.
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Build sophisticated account plans identifying organisational structures, executive stakeholders, buying committees, incumbent technology providers and potential entry points.
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Generate significant self-sourced pipeline through proactive outbound prospecting, executive engagement, targeted account-based campaigns and strategic networking.
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Establish relationships with CIOs, CTOs, CISOs, VP Engineering, DevSecOps, Platform Engineering and Application Security leadership.
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Engage enterprise prospects before formal buying processes begin, helping customers recognise challenges and opportunities they may not yet be actively addressing.
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Collaborate with Marketing, Sales Engineering, Channel and executive leadership to develop coordinated account acquisition strategies.
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Identify opportunities to position Sonatype's broader software supply chain platform through compelling customer-specific business cases.
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Maintain strong commercial discipline around pipeline coverage, opportunity qualification, deal progression and forecasting.
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Identify enterprise accounts using competing or incumbent software supply chain, repository management and application security technologies.
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Develop account-specific competitive displacement strategies based on customer challenges, technical requirements and business outcomes.
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Demonstrate a strong understanding of the competitive landscape, including organisations such as JFrog, Snyk, Black Duck, Mend, GitHub, GitLab, Checkmarx and Veracode.
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Understand where Sonatype's intelligence, security capabilities, platform breadth and preventative approach provide meaningful customer differentiation.
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Lead sophisticated enterprise sales cycles involving multiple stakeholders, technical evaluations, proofs of value, procurement and executive decision-making.
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Develop strong economic buyer relationships and build compelling financial, operational and security business cases.
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Apply structured enterprise sales methodologies such as MEDDPICC to establish clear qualification, decision criteria, competitive positioning and mutual action plans.
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Navigate complex negotiations and commercial discussions while maintaining strong customer relationships.
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Build internal and external champions capable of influencing enterprise purchasing decisions.
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Demonstrate the judgement to qualify out opportunities where genuine customer value or a viable purchasing path cannot be established.
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Understand the commercial and technical challenges associated with open source software, software composition analysis, DevSecOps and application security.
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Engage confidently with technical and executive buyers around software supply chain risk, developer productivity, governance and security.
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Position Sonatype's platform capabilities across Nexus Repository, Firewall, Lifecycle and related solutions.
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Understand how software supply chain intelligence can help organisations identify vulnerable components, prevent malicious packages entering development and make better risk decisions.
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Translate technical capabilities into measurable business outcomes rather than relying on feature-led selling.
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Recognise opportunities to position Sonatype as a strategic enterprise platform rather than a standalone point solution.
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Stay informed about emerging technology, AI-assisted development, competitive market movements and evolving enterprise security requirements.
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Build productive relationships with regional channel partners, systems integrators and enterprise solution providers.
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Identify partner-sourced and partner-influenced opportunities that support new-logo acquisition.
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Collaborate with Sales Engineering to develop effective technical validation strategies and proofs of value.
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Partner with Marketing on account-based campaigns, executive engagement and targeted enterprise outreach.
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Engage executive sponsors where appropriate to support strategic opportunities.
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Coordinate internal resources effectively while retaining clear ownership of the commercial outcome.
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Share competitive intelligence, customer insights and market feedback to improve Sonatype's broader enterprise go-to-market execution.
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Deliver against an annual new-business quota.
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Consistently originate and close new enterprise customer opportunities.
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Build a sustainable, self-generated enterprise pipeline.
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Win strategically important competitive displacement opportunities.
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Establish relationships with senior technology and security decision-makers across priority accounts.
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Increase Sonatype's presence within major enterprise organisations.
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Demonstrate strong enterprise deal qualification, commercial judgement and forecast accuracy.
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Build effective relationships with Sales Engineering, Marketing and Channel partners.
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Create repeatable territory development and enterprise acquisition practices that support long-term growth.
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Demonstrated success carrying and achieving substantial enterprise new-business quotas, ideally around $2 million annually or at a comparable level of commercial complexity.
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A track record of consistent quota attainment and strong new-logo acquisition.
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Evidence of personally originating, developing and closing complex enterprise opportunities.
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Ability to quantify pipeline creation, average contract values, competitive wins and revenue performance.
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A history of operating among the strongest performers within your sales organisation.
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President's Club, Pinnacle Club or equivalent recognition is particularly attractive.
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Evidence of sustained performance across multiple sales periods, rather than reliance on one exceptional transaction or favourable territory.
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Proven experience winning business against established technology providers.
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Ability to develop differentiated competitive strategies and challenge incumbent solutions.
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Strong negotiation, executive engagement and commercial deal leadership skills.
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Experience developing a geographic or named-account territory through proactive outbound activity.
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Strong account prioritisation, stakeholder mapping and territory planning.
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Ability to generate your own pipeline rather than relying predominantly on inbound demand.
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Strong familiarity with cybersecurity, DevSecOps, application security, developer tooling, cloud infrastructure or adjacent enterprise technology.
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Confidence engaging technical and executive stakeholders in complex buying environments.
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Ability to translate sophisticated technical capabilities into clear commercial value.
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Experience applying structured enterprise qualification methodologies such as MEDDPICC.
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Strong forecasting, opportunity management and pipeline discipline.
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Ability to manage complex enterprise opportunities involving multiple stakeholders, technical evaluations and procurement processes.
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Software supply chain security and software composition analysis.
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Application security and DevSecOps platforms.
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Repository management and developer infrastructure.
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Enterprise cybersecurity and cloud-native security.
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Enterprise platform selling and competitive displacement.
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Global 2000, Fortune 500 or similarly complex enterprise customers.
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Working with channel partners and enterprise systems integrators.
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Selling across the US West technology and enterprise ecosystem.
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Consumption-based, platform-led or land-and-expand commercial models.
Competitive Displacement & Enterprise Deal Execution:
Competitive displacement will be a significant component of this role.
We are looking for someone who understands the enterprise cybersecurity, DevSecOps and developer tooling landscape and is confident challenging established technology providers.
You will be expected to:
We want a seller who knows how to win when the customer already has a solution, not someone who only succeeds when there is no competition.
Industry Knowledge & Technical Credibility:
This role requires a strong understanding of the market in which Sonatype operates.
You should be comfortable discussing how modern enterprise organisations develop, secure and deploy software, and how AI is changing the speed and complexity of those processes.
You will:
Channel & Cross-Functional Enterprise Selling:
Enterprise sales success requires the ability to bring the right expertise together around the customer.
You will:
Role Outcomes:
Success in this role means establishing a high-performing, predictable new-logo acquisition engine across the assigned US West territory.
You will be expected to:
What Success Looks Like:
First 30 Days — Understand, Assess & Prioritise
You will develop a deep understanding of Sonatype's technology, competitive positioning, customer value proposition and enterprise go-to-market strategy.
You will assess your assigned territory, identify priority accounts, evaluate competitive incumbents and develop relationships with the wider Sales, Sales Engineering, Marketing and Channel teams.
You will begin building an evidence-based view of where the strongest new-logo opportunities exist.
First 60 Days — Build the Acquisition Strategy
You will have developed a prioritised territory plan, identifying target accounts, executive stakeholders, competitive displacement opportunities and clear outbound engagement strategies.
You will be actively building relationships with prospective customers, generating qualified pipeline and coordinating account-based activity with the wider go-to-market organisation.
Your opportunities will reflect clear customer challenges, credible buying processes and measurable business value.
First 90 Days — Demonstrate Commercial Momentum
You will be independently driving enterprise pursuits, demonstrating meaningful self-generated pipeline creation and establishing relationships with key decision-makers.
You will be progressing opportunities through technical validation, commercial discovery and structured enterprise qualification.
Your territory plan, pipeline coverage and forecasting will provide leadership with confidence in your approach to delivering against quota.
First 12 Months — Deliver High Performance
You will have established a sustainable enterprise acquisition engine and demonstrated the ability to deliver against a quota circa $1.5-2m.
You will have acquired new enterprise customers, progressed competitive displacement opportunities and built a strong forward-looking pipeline.
You will be recognised for your commercial judgement, proactive hunting mentality, enterprise customer credibility and ability to win complex opportunities.
Who You Are:
You are an accomplished enterprise technology sales professional with a demonstrable track record of acquiring new customers, exceeding ambitious revenue targets and winning in highly competitive markets.
You are a hunter by nature, motivated by opening doors, creating opportunities and winning business that would otherwise remain with a competitor.
Essential Experience & Capabilities
Proven Enterprise New-Business Performance
Consistent High Performance
Competitive Enterprise Selling
Enterprise Territory Development
Technical & Industry Understanding
Sales Methodology & Commercial Discipline
Preferred Experience:
We would particularly welcome candidates with experience from:
Compensation
Additional Information
Things that we are proud of
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2025 AI Compliance Solution of the Year - AI Breakthrough Awards
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2025 DEVIES Award to our SBOM Manager new product for its innovation and impact in developer technology
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2023 Fast Company Best Places for Innovators
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2022 Frost & Sullivan Technology Innovation Leader Award
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2022 PeerSpot Silver Peer Award in Software Composition Analysis
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2022 NVCT Cyber Company of the Year
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At Sonatype, we value diversity and inclusivity. We offer perks such as parental leave, diversity and inclusion working groups, and flexible working practices to allow our employees to show up as their whole selves. We are an equal-opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you have a disability or special need that requires accommodation, please do not hesitate to let us know.
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