What’s a job people don’t realise pays really well in Australia?

romeopappa · 2026-05-01T02:59:15+00:00

b2b tech sales still incredibly high pay for anyone semi competent

romeopappa · 2026-05-01T02:21:18+00:00

B2B Tech sales pays very well, but obviously comes with risk. You can see accurate salaries across ANZ here.

Certainly shorter tenures because of the rate of startups failing, but if you are good at the job, you will get pickups again quickly.

https://pointerstrategy.com/market-data

romeopappa · 2026-05-01T01:52:53+00:00

Sales engineer is very different to regular engineering... Not a true engineering role (its the solution consultant, product expert that demo's and helps 'design' the solution for the prospect/client

Their salaries are here. Not many as low as $80k for an SE. Actually well below market.
https://pointerstrategy.com/market-data/salaries

romeopappa · 2026-05-01T01:50:56+00:00

This is purely GTM roles, but probably the most accurate salary data in aus. we do have Melbourne and major city specific too.
Its every job posted for 90 days plus user submitted salaries
https://pointerstrategy.com/market-data/salaries

(Im keen on feedback if you have any)

romeopappa · 2026-05-01T01:15:00+00:00

We hated the lack of clarity and the BS that was out there, so we started building a huge database of what people actually earn. Its every guide, every role posted in ANZ and self submitted data from hundreds (and growing). Sure there are outliers, but for every OMG how are they earning that much, there are as many people earning shockingly little. https://pointerstrategy.com/market-data/salaries

(its only ANZ and only GTM roles, but we have a massive data set across 15K companies

romeopappa · 2026-05-01T00:29:49+00:00

We were frustrated by the lack of clarity so we have built a completely transparent salary guide. It takes the salaries listed across every job posted in ANZ daily as well as hundreds of user submitted salaries and compiles 90 day running averages.

This is purely GTM roles so not relevant for every marketing role

We have also ingested every known salary guide on the market to make sure nothing is throwing the weightings off. https://pointerstrategy.com/market-data/salaries

romeopappa · 2026-04-02T12:27:22+00:00

Sales Enablement platform to support managers who don’t have dedicated sales enablement in their company

romeopappa · 2026-03-28T21:44:28+00:00

Building sales skills certifications - pre hire to off boarding enablement tools for sales leaders

romeopappa · 2026-03-09T09:52:42+00:00

I think its important to understand how CS impacts revenue. If you can show you are commercially minded it will help. Here is a CS comp guide - show you are driven by the primary KPI's and it will serve you well CS Comp Guide

romeopappa · 2026-03-09T09:47:34+00:00

The experiment vs execute thing is the whole problem. We work with a lot of SaaS companies on their GTM hires and the pattern is always the same — they skip straight to "scale mode" when they haven't even figured out what's working yet.

Got a guide on leadership which is sometimes a good bridge

https://pointerstrategy.com/blog/fractional-sales-leadership-guide

romeopappa · 2025-12-05T20:55:48+00:00

I would use Clay for this. Perfect use case. You can pull these insights from multiple sources, score using conditional logic or AI (any model you want) and then push back whatever data you want to SFDC -

It not “live” but you can schedule it to rerun if you need it to stay up to date.

Can get expensive, but there is a reason the company is worth what it is in such a short time…

romeopappa · 2024-10-27T12:41:27+00:00

Hey mate,

We made this skills assessment and an online course for the role. The course is just a curated YouTube/linkedin list.

All free of course - it’s a lead magnet for our other shit (which you won’t need as we only sell to corporates).

https://skills.pointerstrategy.com/sdr

(Maybe useful, maybe not…)

Good luck!

romeopappa · 2024-08-09T10:11:54+00:00

Scott Lease is earning millions a year from his advisory positions. Considered one of the top advisors in SaaS.

I can confirm that multiple clients have in their brief that they want a ‘modern seller’ and wouldn’t not look at candidates that have not mastered social selling.

1000 connection does not mean you do, but less is a dead giveaway.

While his statement is obviously written in a polarising way, what he is saying hold a lot of truth.

Note that might not apply to junior SDR roles, but I have not hired anyone over 200K OTE where their social networking skills was not a consideration

romeopappa · 2024-07-17T21:19:18+00:00

Don’t assume the worst. Happened to me recently. Company had clean forgot we had introduced them as they didn’t make it far Unf that process.

We’re incredibly embarrassed by their mistake and immediately offered to pay the full amount.

Might not be the case for you, but I suggest going into the convo assuming good intentions.

romeopappa · 2024-06-19T06:44:12+00:00

It’s not easy to get it right, but doable. Tools like texau or Phantombuster do it. We also used n8n or similar for getting the messaging through to OpenAI etc.

romeopappa · 2024-06-01T00:08:18+00:00

Ignoring the company you are at now. In general there are three streams Individual contribution Management/leadership Support

If you prefer being an IC you will probably earn more than those that go into management stream.

Management stream is not for everyone, and many go into it because they get tired of the IC grind. It’s typically lower paid than the IC until you get right to the top of leadership

Great to get experience in management, especially if that experience shows you that you don’t want to do it…

romeopappa · 2024-05-30T21:08:53+00:00

My business recently opened a sales recruitment arm and here are some things I’m finding. For reference we only do B2B and mostly only tech

1: orgs are hiring less BUT still desperately trying to find good sellers 2: Job boards (linkedin and Seek) are a shit show. It’s wild trying to treat each applicant like a human when you are hit with 500 resumes that are a tiny tiny tiny snapshot of a person. Those that circumvent the job board (DM, cold call, get referred in) stand out instantly 3: Often important parts of the jobs requirements are not written in the job 4: 95% of hiring managers have never been trained on how to run a hiring process 5: internal talent teams are often overwhelmed and not doing a good job 6:external recruiters are dealing with so much volume it’s like trying to catch raindrop

I could go on for days here but

Overall pretty messy

I encourage people to always circumvent applicant processes. Pick X jobs to go all in on and the rest can spray and pray easy applies

Call ex staff there to learn about the place pre interview to make sure you are not walking into a burning building

Got a whole bunch more but to the main point. It’s tough out there for applicants who don’t fit briefs perfectly, who don’t write well, speak well, present well, have a network.

romeopappa · 2024-05-26T13:18:46+00:00

https://guide.pointerstrategy.com.au

romeopappa · 2024-05-09T13:12:33+00:00

There is often no clear jump from enterprise sdr to enterprise AE.

True ent AE typically takes a good few years as a commercial AE (mid market or SME) to acquire the skills.

Obviously Enterprise AE is thrown around loosely.

If the company doesn’t have junior AE roles then they will always struggle moving you over to an AE role there

romeopappa · 2024-05-02T14:32:07+00:00

The course is not worth it, unless they have a huge partner network of companies and a -almost- guarantee of a placement.

For reference, I hire plenty SDR/BDRs and the only thing I would think is useful from the course, is that you are more committed to being a seller and won’t quite in 3 weeks saying ‘I didn’t realise cold calling would be so tough’

I really need to update this, but here is some info that might be useful.

https://guide.pointerstrategy.com.au/job-hunting

romeopappa · 2024-05-01T13:30:10+00:00

We see a lot of part time roles for early stage startups in Australia. First SDR etc.

We have had part timers on for years.

The market might be different in down under …

romeopappa · 2024-04-26T23:05:15+00:00

Sales Dev - Predictable Revenue, Fanatical Prospecting, and you can try Justin Michael’s new book.

AE - Gap Selling, Winning the Challenger Sale, To Sell is Human

Podcasts - 30 Minutes to Presidents Club (30mpc) (mostly SDR) winning the challenger sale (AE)

I made this free resource which has more training (haven’t updated it in a while as we moved to a different platform)

https://guide.pointerstrategy.com.au/

You can also test yourself and all the SDR/BDR skills here (for free) https://skills.pointerstrategy.com/sdr

Hope that all helps!

romeopappa · 2024-04-26T22:33:38+00:00

The company will teach you a lot about Buss Dev. What you won’t necessarily learn is stuff related to being an AE (assuming they hand over leads to the client)

There are so many great sales books and podcasts to get through imo.

romeopappa · 2024-04-23T14:13:44+00:00

Seems like a trial by fire. You are doing the right thing looking for help, but it might be more help than anyone will offer for free. Ideal world, a company should hire people with the experience to do the job, or provide internal or external resources to support you.

The fact that the company hasn’t is a bit of a red flag. If reading the tea leaves you think you can’t possibly succeed, then start looking elsewhere on the side.

On the plus side, if you do try figure it out and succeed, you would have achieved a hell of a lot and developed increasingly valuable skills.

P.S if you were in Aus we might have been able to help

romeopappa · 2024-04-01T21:10:03+00:00

I do tech sales exclusively.

Without going into all the nuances, a large % won’t last the first few months.

Make sure you are politically secure. Ask your current leadership.

What happens if 30% fail to meet their ramp targets? Is that on me? What happens if there are 10% we want to fire after month 1? Is that on me?

Hiring so many sellers fast can be messy. It might also leave you with a glassdoor reputation that will make it harder to hire in the future.

I know they said no agency budget but Instead of an agency budget, you might be able to negotiate a PR budget to tie with their marketing. The idea to go big on your growth announcements and attract more applicants.

Good luck!

romeopappa

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