Frequently Asked Questions

RepViewer is a talent marketplace that connects elite sales professionals with companies looking to hire. Reps build profiles with verified metrics and video pitches, and employers browse, filter, and connect with top talent directly.

Creating a profile as a sales rep is completely free. Employers can browse the full talent pool at no cost. Premium features for enhanced visibility and direct outreach may be offered in the future.

RepViewer covers all major sales industries including SaaS, FinTech, Healthcare, Real Estate, Insurance, Cybersecurity, Car Sales, Manufacturing, Retail, and door-to-door verticals like Solar, Alarms, Pest Control, and Roofing.

Sign up for a free account, then follow our guided three-step wizard. You'll enter your basic info and experience, add your sales metrics (quota attainment, revenue, deal sizes), and upload a professional photo and video pitch.

Keep it 1-3 minutes. Introduce yourself, highlight your biggest wins, explain your sales approach, and share what kind of opportunities you're looking for. Be natural and energetic — this is your chance to show personality that a resume can't capture.

Yes, absolutely. You can update your profile at any time from your dashboard. Update your metrics, re-record your video, or change any of your information as your career progresses.

Your public profile is visible to anyone who visits RepViewer, including employers actively searching for talent. This maximizes your exposure to hiring opportunities.

Visit the Browse Talent page where you can search by name, filter by sales category, and sort by experience level. Each profile shows verified metrics and a video pitch so you can evaluate candidates before reaching out.

No account is needed to browse. You can view all public profiles, watch video pitches, and review performance metrics without signing up. An account is only needed when you want to connect directly with candidates.

RepViewer is purpose-built for sales hiring. Every profile leads with verifiable performance data and a video pitch — not endorsements or connections. You see exactly how a candidate sells before you ever pick up the phone.

Rookies in solar typically earn $50K-$100K, pest control $35K-$65K, roofing $40K-$80K. Top first-year performers in solar can hit $100K+. It depends heavily on your work ethic, area, and company. Most D2D companies are 100% commission, meaning you eat what you kill. The reps who knock 40+ doors consistently every day tend to do well.

Solar has the highest earning ceiling but a steeper learning curve (tax credits, utility bills, financing). Pest control has a simpler product and faster sales cycle — great for building confidence. Alarms/security pays well and has strong training programs (Vivint, ADT). Consider what you're passionate about and where the best companies in your area are recruiting.

Both. Many people start D2D as a summer gig in college and move on. But the ones who stay often build incredible careers — team leads earning $150K+, area managers at $200K-$300K, and company owners earning $500K+. The skills you learn (cold approach, objection handling, work ethic) transfer to any sales career. Some of the best SaaS enterprise reps started in D2D.

It happens. First rule: never argue, never take it personally. Stay calm, say "I appreciate your time, have a great day" and walk away. If someone is genuinely threatening, leave immediately and report the address to your team lead. Most hostility comes from people who've had bad experiences with other reps. Over time you'll read body language faster and disengage before it escalates.

Company polo or branded shirt if provided. Otherwise, business casual — clean polo, khakis or nice shorts (summer), clean shoes. Look professional but approachable. You're not selling in a boardroom. Avoid suits (too formal, creates distance), avoid tank tops and flip flops (too casual, kills credibility). Bring a lanyard with your company ID badge — it builds instant trust.

SDRs (Sales Development Reps) focus on prospecting — finding leads, cold calling, sending emails, and booking meetings. They don't close deals. AEs (Account Executives) take those meetings and run the full sales cycle: discovery, demos, proposals, negotiations, and closing. Most people start as SDRs for 12-18 months, then promote to AE. SDR OTE is typically $50K-$75K; AE OTE ranges from $80K to $200K+ depending on market segment.

No. While some enterprise companies prefer degrees, most SaaS companies care more about hustle, coachability, and communication skills than your diploma. Many top SaaS AEs came from D2D sales, retail, hospitality, or the military. Focus on demonstrating that you can learn quickly, handle rejection, and communicate value clearly.

OTE = On-Target Earnings. It's your base salary + the commission you'd earn if you hit 100% of quota. The catch: not everyone hits quota. Industry-wide, about 60-70% of reps hit full OTE. Ask during interviews: "What percentage of your team hit quota last year?" If they dodge the question, that's a red flag. A realistic way to evaluate an offer: assume you'll earn 70-80% of OTE your first year while ramping.

Very. Working with modern tools (Salesforce, Outreach, Gong, ZoomInfo) gives you skills that transfer everywhere. Companies with good tech stacks tend to have better sales operations, better data, and better support for reps. In interviews, ask what tools they use. If they're still tracking deals in spreadsheets, that tells you something about how they invest in their team.

Typical path: 12-18 months as SDR, then promote to SMB or mid-market AE. Most AEs hit $100K+ OTE within 2-3 years of starting in sales. Fast-trackers who crush their SDR numbers can promote in 6-9 months. From AE to $200K+ usually takes 4-6 years, moving into mid-market or enterprise roles. The fastest way to accelerate: pick a high-growth company, outperform consistently, and build relationships with leadership.

Depends on your confidence and financial situation. Higher base = more stability, lower ceiling. Higher commission = more risk, higher ceiling. If you're experienced and know you can sell, lean toward higher variable comp — that's where the real money is. If you're new, a reasonable base ($40K-$60K) gives you runway to learn without panicking about rent. Never take 100% commission unless you have 3-6 months of savings.

A draw is essentially an advance on your future commissions. The company pays you a set amount each pay period, then deducts it from your earned commissions. Recoverable draw means you owe it back if you don't earn enough. Non-recoverable draw means they eat the loss. Always ask which type it is. Non-recoverable draws are better for reps — it's essentially a guaranteed minimum with upside.

Ask these questions: What's the OTE? What % of the team hits OTE? Is the commission uncapped? Are there accelerators above 100%? What's the quota? Is the territory or account list reasonable? Compare the base/variable split to industry standards (SDR: 60/40, AE: 50/50, Enterprise: 60/40). If the OTE sounds amazing but the quota is unrealistic, the comp plan is a mirage.

Start passively looking once you've hit a ceiling — you've been at 100%+ quota for multiple quarters, there's no promotion path, or the company isn't growing. Never leave before you have a full year of results to show. The best time to interview is when you're currently performing well — you negotiate from a position of strength. Put your RepViewer profile up and let opportunities come to you.

It can be, but know the trade-offs. SaaS offers more stability (base salary), year-round income (no seasonality), remote work options, and a clearer corporate career path. But you may start at a lower total comp as an SDR ($50K-$70K) compared to what you earned in D2D. The long-term ceiling in SaaS enterprise is extremely high ($300K-$500K+). Your D2D skills — cold approach, objection handling, resilience — will make you a standout in SaaS.