Senior Sales Engineer

Role Information:

• The role is account management. It supports a small number of internal, targeted accounts, rather than involving new business development or outside sales.
• The role is more technical-heavy. It’s about 60% technical and 40% sales, with a focus on supporting high-level technical work within building automation.

Projects and Clients:

• The projects will be focused on home and light commercial automation. This includes ensuring that systems like lighting, alarms, and HVAC run as they should in residential and light commercial buildings.
• The main customers will be residential clients and light commercial clients, such as small businesses, who need automation systems for their buildings.

Experience & Qualifications:

• Specific system experience isn’t necessary. However, experience in building automation or the construction industry would be beneficial.
• The candidate needs to have hands‑on experience, but it’s not specified how much is required. Experience in automation or construction‑related systems would be helpful.
• No specific certifications are required for this role, but relevant experience in automation or construction is important.
• At least 3 years of experience is needed to be considered senior. The role doesn't require someone with extensive experience (i.e., 10+ years), but it should be someone with a good foundation and technical background.

Candidate Profile:

• Top performers are likely to be those with strong technical skills. The current person in the LA office is more focused on sales and social aspects, so a stronger technical focus will help separate the top performers.
• Best hires have come from people with a technical background in either building automation or construction.
• No existing network is required for this role, though it could be a bonus if the candidate already has one. The focus is on technical capability rather than networking.

Compensation:

• The base salary is $100,000.
• OTE (On‑Target Earnings) will be $100,000 base + commission. Commission is tied to growing accounts by 25% per quarter. Any growth beyond this percentage will earn additional compensation.
• There is no car allowance, but the company does provide EV chargers free of charge.
• There are no regular travel expectations. There may be optional travel once a year, but it's not mandatory.
• The initial territory will be California, with the potential to expand into the Pacific Time Zone if the person performs well.

Role Opportunity:

• The role is open because the company is expanding and opening a new office in LA. They already have one technical person and are looking to expand the team.
• While not extremely urgent, they would like the person to be in Austria for training in June, so they are aiming to hire by mid‑May.
• The interview process will involve three stages:

1. Screening call by Nick
2. A second round with Curtis
3. Final interview with both Nick and Curtis.

• There are no internal candidates being considered. This is a new expansion role.

Growth and Expectations:

• The company plans to grow quickly in the LA area, with the possibility of expanding the team further depending on performance.

• The key dealbreaker would be lack of technical ability. The company is looking for someone who can adapt to their processes and has a strong technical foundation. An open mindset is also important to fit with their team culture.
• Past hires who weren’t successful lacked the technical expertise needed for the role, which was a major issue. The company values people who are more focused on technical skills than just social aspects or soft skills.

The company offers a three-week boot camp in Austria for new hires. This will provide comprehensive training on their systems and products, so candidates do not need to have prior experience with the specific systems used by the company.

The role is heavily focused on supporting existing accounts rather than generating new business. It’s designed to support and assist high-level account managers with technical work and project support.

The company values candidates who are open‑minded and willing to adapt to the culture and learn the specifics of their systems and technology. The company prefers candidates with a growth mindset who are eager to learn.

While there’s a sales component to the role (40%), the emphasis is on technical skills , and they are seeking someone who is hands‑on with technical tasks.

The person currently in the role has more of a sales/social background , so they are seeking someone with a more technical focus to balance the team dynamics.

Unlike some roles, the company doesn't require the candidate to have an existing network in LA, although it would be a bonus if they had one.

They offer free EV charging at their office in LA, which could be an attractive perk for candidates with electric vehicles.

The company is expanding in LA with the goal of growing their technical team in the region. This could lead to more growth opportunities within the company.

The timeline is to hire by mid‑May to allow the candidate time to attend the training in June . This suggests that there is a sense of urgency, though they want to ensure they find the right candidate.

The company values open‑mindedness , so they are looking for candidates who are flexible, willing to learn, and can adapt to the company’s way of doing things. They seem to prefer attitude and technical aptitude over years of experience.

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