Drive B2B Software & Solutions Growth as Account Executive – Remote | $128K–$154K

Remote B2B software account executives discover business problems, qualify opportunities, coordinate technical and commercial stakeholders, manage a pipeline and negotiate an accountable close. A $128K–$154K headline cannot be generalized without the exact employer, geography and mix of base versus variable pay. Verify territory, segment, quota, travel, compensation plan and application route, then show honest evidence for discovery, forecasting and multi-threaded execution.

This article must show a visible last verified date. Durable career or operating guidance must be separated from volatile fields such as vacancy status, job ID, employer entity, location, work arrangement, travel, eligibility, compensation, benefits and deadline. Every volatile field must be reopened on its exact official source on publication day. WorkinVirtual is an independent information service: it does not receive applications, represent an employer or guarantee employment, pay, legal status, health outcomes or business results.

Decision and retained evidence

Before any release decision, obtain at least 16 months of GSC page/query data and page-level GA4 landing-page, engagement, official-click, tool-start, conversion and assisted-journey reporting. Review backlinks, referring domains, internal links, citations and saves. Content gap: The legacy vacancy uses a large compensation range and generic “drive growth” claim without naming durable job context. It does not explain OTE, quota, territory, segment, pipeline evidence, technical partnership, travel or how to normalize results.

The Phase 1 disposition is rebuild. The owner URL is preserved in this local proposal. Analytics, backlinks, current official evidence, specialist review and owner approval can still change the decision.

What readers need to know

BLS separates sales engineers—technical experts selling complex products—from broader wholesale and manufacturing sales roles. In software, an account executive may lead commercial discovery and deal orchestration while a solutions consultant proves technical fit. Exact team boundaries vary by company.

Compensation language needs precision. Base salary, on-target earnings, commission rate, accelerators, equity, quota, ramp period and attainment are different fields. A candidate should ask how the range is constructed and never present OTE as guaranteed income.

A credible evidence set explains territory and segment, pipeline starting point, qualification method, stakeholders, sales cycle, personal contribution, forecast accuracy, outcome and retention or handoff. Avoid inflated “revenue influenced” figures and do not reveal customer names, pricing or confidential pipeline.

Relevant roles and stakeholders include account executive, enterprise account executive, commercial AE, sales engineer, solutions consultant, business-development representative, customer-success manager, sales operations partner and sales manager. These examples help navigation; they are not evidence that a position is open or that a credential is legally required. The exact employer notice, regulator, licensing authority or policy controls. Avoid “latest,” “best,” “guaranteed,” “high-paying” and “now hiring” unless the wording is narrowly sourced and date-bounded.

Application steps

1. Search verified employer sites for account executive, enterprise sales, solutions sales and territory roles; filter by segment, geography and legal hiring location.
2. Record the exact requisition, territory, customer segment, quota, travel, time zone, work arrangement, authorization, base/variable structure and job ID.
3. Build a requirement-to-evidence matrix using honest metrics with definitions, denominators, time periods and personal versus team contribution.
4. Prepare a synthetic discovery call plan: business problem, impact, current process, decision criteria, stakeholders, risks, alternatives and next step.
5. Create a sample account plan that identifies hypotheses, buying roles, technical validation, security/procurement path, decision record and mutual action plan.
6. Practice explaining a miss as carefully as a win: forecast signal, action, outcome and learning. Never invent quota attainment or named customers.
7. Apply only through the official domain and reject paid training, fake equipment checks, messaging-only interviews or requests for bank data before legitimate onboarding.

For any application, start from the verified official domain and exact requisition. Record the final destination, job ID, employing entity, work location and evidence date. Do not rely on a copied form, paid-access page, recruiter message or stale aggregator when the employer source differs. Keep a confirmation and recheck the role before every interview.

Skills and evidence

Priority evidence includes discovery, qualification, business-case development, multi-threading, demonstrations, proposal coordination, negotiation, CRM hygiene, forecasting, territory planning, partner collaboration and executive communication. Present each claim as requirement → context → action → measurable result → proof, with the metric definition, denominator, time period and personal versus team contribution. Use synthetic, public or explicitly permitted material. Never invent employment, credentials, licenses, quotas, salary, clearance, results or selection probability, and never expose customer, patient, employee, source-code, security or commercially confidential data.

A strong portfolio is reproducible: state the decision, inputs, constraints, alternatives, owners, test or review method, outcome and what changed afterward. A weak portfolio is a tool list without a problem, an unexplained percentage, an employer screenshot or an artifact the reviewer cannot safely inspect.

Engagement design

Add an OTE decoder and deal-evidence worksheet. Users enter no employer-confidential data; the tool explains base, variable, quota, ramp and attainment instead of predicting earnings.

Useful next actions are opening an official source, completing a checklist, saving a role, tailoring a resume, practicing an interview or recording a verification date. Instrument only after consent and analytics governance. Do not use fake countdowns, live-looking vacancy counts, forced registration, dark patterns or a quiz that predicts hiring, income, legal status or health outcomes.

Verification, privacy and safety

Remove stale availability, urgency, compensation and benefits unless a current exact source supports them. For employment content, match the recruiter domain, job ID, legal entity and final application destination. Reject fees, cryptocurrency, gift cards, fake checks, equipment purchases and messaging-only recruitment. The FTC job-scam guide at https://consumer.ftc.gov/articles/job-scams provides general warning signs, but the verified employer route controls.

Minimize personal data, use least-privilege access, document retention and protect confidential evidence. Current official sources override this draft. Employment, licensing, healthcare, payroll, privacy, security or compensation claims need a qualified reviewer when they cross into regulated advice.

FAQ

Is OTE guaranteed?

No. OTE usually assumes target performance under a plan. Ask for base, variable, quota, ramp, accelerators and historical context.

Can an AE role be fully remote?

Sometimes, but territory travel, events and customer meetings may remain. Verify role-level requirements.

What result belongs on a resume?

Use a truthful metric with time period, denominator and personal contribution. Avoid confidential account or pricing details.

Do I need technical depth?

Enough to discover and coordinate the right validation is useful. Some organizations pair AEs with dedicated sales engineers.

Official and primary sources

• BLS Sales Engineers — https://www.bls.gov/ooh/sales/sales-engineers.htm
• O*NET Sales Engineers — https://www.onetonline.org/link/summary/41-9031.00
• BLS Wholesale and Manufacturing Sales — https://www.bls.gov/ooh/sales/wholesale-and-manufacturing-sales-representatives.htm
• BLS Sales Occupational Requirements — https://www.bls.gov/ors/factsheet/pdf/sales-and-related-occupations.pdf
• FTC Job Scams — https://consumer.ftc.gov/articles/job-scams
• EEOC Job Applicants — https://www.eeoc.gov/job-applicants-and-ssa

These sources establish current verification routes, occupational patterns, platform documentation or regulatory context. They do not prove that a legacy vacancy remains open or that a tactic guarantees results. Reopen and date-stamp every source on release day; remove any claim it no longer supports.