10 Best Account Executive Job Boards

The best Account Executive job boards are Account Executive Jobs, LinkedIn Jobs, Indeed, ZipRecruiter, RepVue, Built In, Wellfound, Otta / Welcome to the Jungle, Glassdoor, and SalesJobs.com.

If you want the best focused board for Account Executive roles, start with Account Executive Jobs. If you want the biggest search surface, add LinkedIn Jobs and Indeed. If you want compensation and sales culture context, use RepVue as a research layer. If you are hiring AEs, use a focused board first, then add broad boards only when you can handle the extra applicant volume.

This guide expands on the broader best sales job boards guide, but narrows the advice to Account Executive roles specifically.

Quick Comparison

Rank	Job board	Best for	Candidate cost	Employer fit	Main caution
1	Account Executive Jobs	Focused AE and closing sales roles	Free	Best focused fit for AE hiring	Smaller than giant general boards
2	LinkedIn Jobs	Network-driven job search, sourcing, referrals	Free to search	Strong for sourcing and warm paths	Easy Apply can create noise
3	Indeed	Broad volume and local AE searches	Free to search	Useful for reach and local hiring	Quality varies by role clarity
4	ZipRecruiter	Fast distribution and small-business hiring	Free to search	Useful when speed matters	Can generate low-fit volume
5	RepVue	Sales compensation, quota, and company research	Free to research in many cases	Helpful employer reputation signal	Better as research than as the only job board
6	Built In	Tech, SaaS, startup, and city-specific AE jobs	Free to search	Good for tech employer branding	Less useful outside tech markets
7	Wellfound	Early-stage startup AE jobs	Free to search	Good for startup hiring	Early-stage roles can be ambiguous
8	Otta / Welcome to the Jungle	Curated tech and startup discovery	Free to search	Good for companies with strong profiles	Inventory depends on market and role type
9	Glassdoor	Salary checks, reviews, and job discovery	Free to search	Useful for reputation-aware candidates	Reviews can be uneven or outdated
10	SalesJobs.com	Legacy sales-specific job inventory	Free to search in many cases	Broad sales posting option	Less focused than modern AE-specific boards

Best Account Executive Job Board Winners

Category	Winner	Why
Best overall Account Executive job board	Account Executive Jobs	It is built around AE and closing sales roles instead of generic “sales” inventory.
Best free option for candidates	Account Executive Jobs	Candidates can search AE roles, filter by pay and work setting, and create a free profile.
Best for network-based searching	LinkedIn Jobs	The job board is connected to a professional network, which helps with referrals and hiring manager outreach.
Best for raw job volume	Indeed	It has broad reach across company sizes, locations, and job types.
Best for fast employer distribution	ZipRecruiter	It is built for quick posting distribution and applicant flow.
Best for compensation research	RepVue	It helps candidates compare sales org quality, quota context, and pay expectations.
Best for SaaS AE jobs	Account Executive Jobs and Built In	AEJ is focused on the role. Built In is useful for tech and startup discovery.
Best for enterprise AE jobs	Account Executive Jobs and LinkedIn	Enterprise AE hiring often needs both focused role visibility and direct sourcing.
Best for remote AE jobs	Account Executive Jobs	Remote AE candidates need role clarity because remote listings attract more competition.
Best legacy sales job board	SalesJobs.com	It can still be useful for broad sales inventory, but should not be the whole AE strategy.

Why Account Executive Job Boards Need Their Own Ranking

An Account Executive job is not just a generic sales job. The title can describe very different roles:

• SMB AE selling high-velocity software.
• Mid-market AE selling into finance, HR, IT, operations, or marketing buyers.
• Enterprise AE managing long cycles, procurement, security review, and multi-threaded deals.
• Field Account Executive selling in a territory.
• Strategic Account Executive owning a small number of named accounts.
• Agency, media, payroll, insurance, logistics, healthcare, or construction sales roles using the AE title.

That is why the best Account Executive job board is not always the biggest job board. A giant job board may show more results, but it can also mix closing roles with customer success, retail sales, SDR roles, appointment setting, insurance producer roles, and account management jobs that do not carry a true new-business quota.

For candidates, the right board should help answer:

• Is this actually a closing role?
• What is the base salary?
• What is the OTE?
• What quota supports the OTE?
• Is the role remote, hybrid, field-based, or office-based?
• Is the role SMB, mid-market, enterprise, strategic, or channel?
• Who is the buyer?
• What is the average contract value?
• How is pipeline sourced?
• How long is ramp?
• How many reps hit quota?
• Why is the role open?

For employers, the right board should help answer:

• Are we reaching people who want Account Executive roles?
• Can candidates understand the sales motion before applying?
• Are we getting serious applicants or just generic sales resumes?
• Does our post explain compensation, territory, quota, and buyer?
• Can we screen consistently after the application comes in?

The board matters, but the post matters too. A clear AE job on a focused board will usually outperform a vague sales job blasted everywhere.

1. Account Executive Jobs

Best for: Focused Account Executive and closing sales roles.

Candidate cost: Free to search. Job seekers can browse current roles and create a free sales profile.

Employer cost: The site currently offers a free starter option for one active 30-day job post, plus paid monthly packages for teams that need more active listings. See the Account Executive Jobs pricing page for current plans.

Best feature: AE-specific positioning. The board is built around Account Executive roles, sales compensation, work setting, role type, and clearer fit signals.

Pros:

• Focused on Account Executive and revenue roles.
• Strong fit for candidates who do not want to sort through every possible sales title.
• Useful filters for remote, hybrid, on-site, role type, and compensation.
• Better alignment between candidate intent and employer need.
• A good place to send candidates when the role is truly an AE job.
• Helpful for employers who want a focused sales audience rather than broad applicant volume.

Cons:

• Smaller than LinkedIn, Indeed, and ZipRecruiter.
• Not the right choice if your only goal is maximum applicant count.
• Employers still need to write a clear job post. A focused board cannot rescue unclear compensation, weak role definition, or a vague sales motion.

How candidates should use it:

Start with Account Executive Jobs when your target title is Account Executive, Enterprise Account Executive, Mid-Market Account Executive, SaaS Account Executive, Strategic Account Executive, or a similar closing role. Search by title, remote preference, location, role type, and pay. Then read the posting for the details that separate a serious AE opportunity from a generic sales opening.

Look for:

• Base and OTE.
• Quota and ramp details.
• Segment, such as SMB, mid-market, enterprise, or strategic.
• Buyer persona.
• Sales cycle.
• Territory or account list.
• Pipeline source.
• Whether Quick Apply is available.

If the role looks strong, apply and then follow up with a short message that proves relevance. Do not write, “I applied, please review my resume.” Write something specific:

I applied for the Mid-Market AE role today. The motion looks close to my last role: HR buyer, 45 to 75 day cycle, outbound-created pipeline, and $25k to $60k ACV. If the team is prioritizing self-sourced pipeline, I would be glad to share how I built my last territory.

That message is useful because it gives the hiring team a reason to believe you understand the role.

How employers should use it:

Use Account Executive Jobs when the role is actually an Account Executive job and you want applicants who care about sales motion. Put the details serious candidates want in the post:

• Base salary.
• OTE.
• Quota.
• Ramp period.
• Segment.
• Territory.
• Buyer.
• Average deal size.
• Average sales cycle.
• Pipeline source.
• Travel expectations.
• Manager support.
• Interview steps.
• Why the role is open.

The more specific you are, the more likely strong candidates will self-select in. The weaker the post, the more screening work you create later.

Bottom line: Account Executive Jobs is best overall for focused AE hiring and AE job search. It should be the first stop when the role is a real closing sales role and fit matters more than generic reach.

2. LinkedIn Jobs

Best for: Networking-driven job searches, referrals, direct sourcing, and employer brand visibility.

Candidate cost: Free to search and apply to many roles.

Employer cost: Varies by posting, promotion, recruiter tools, location, and package.

Best feature: The job board is connected to the professional graph. Candidates can find roles, then identify recruiters, hiring managers, sales leaders, team members, alumni, investors, or second-degree connections.

Pros:

• Strong discovery surface for AE jobs across industries.
• Useful for referral-based job searches.
• Good for finding hiring managers and sales leaders.
• Helpful for researching the company, team, and recent posts.
• Strong employer visibility when sales leaders actively promote roles.
• Useful for passive candidate sourcing.

Cons:

• Easy Apply can create crowded applicant pools.
• Many roles receive low-fit applications because applying is simple.
• Job titles can be broad or misleading.
• Candidates can mistake activity for progress by applying to too many roles too quickly.
• Employers may receive volume without enough signal if the post is vague.

How candidates should use it:

LinkedIn is best when you treat it as more than a job board. Use it for discovery, then use the network.

A strong LinkedIn workflow looks like this:

1. Search for Account Executive roles by title, industry, location, remote status, and company stage.
2. Save the roles that match your segment and experience.
3. Check whether the same role appears on the company career page.
4. Apply through the cleanest official path.
5. Find the recruiter, hiring manager, VP of Sales, CRO, or team lead.
6. Send a specific note that connects your background to the sales motion.
7. Follow the company and watch for posts from the sales team.

The key is not “more Easy Apply.” The key is fit plus outreach.

Use LinkedIn search terms like:

• Account Executive.
• Enterprise Account Executive.
• Mid-Market Account Executive.
• Strategic Account Executive.
• SaaS Account Executive.
• Commercial Account Executive.
• Field Account Executive.
• New Business Account Executive.
• Account Executive OTE.
• Account Executive remote.

If you are a candidate, do not rely on LinkedIn alone. It is excellent for discovery and outreach, but a focused board like Account Executive Jobs can help reduce role noise.

How employers should use it:

LinkedIn is strongest when paired with direct sourcing and sales leader participation. A lonely job post can get applicants, but an active hiring motion gets better candidates.

Employers should:

• Post the job with clear AE details.
• Have the hiring manager or sales leader share the role.
• Ask current reps to refer qualified people.
• Source candidates who match the sales motion.
• Message with specifics, not generic recruiter copy.
• Use the post as one part of the hiring strategy, not the whole strategy.

Bottom line: LinkedIn Jobs is best for network-driven AE searches. It is useful, but candidates should pair it with focused job boards, company career pages, and targeted outreach.

3. Indeed

Best for: Broad Account Executive job volume, local roles, field sales, small and mid-sized employers, and high-coverage searching.

Candidate cost: Free to search and apply to many roles.

Employer cost: Varies by sponsored posting, market, competition, and hiring needs.

Best feature: Breadth. Indeed can surface roles from a wide range of employers, including companies that may not have a polished recruiting brand.

Pros:

• Large job inventory.
• Strong for local searches.
• Useful for field Account Executive roles.
• Good for candidates who want to see many types of employers.
• Helpful for employers that need broad reach.
• Often useful for roles outside pure SaaS or venture-backed tech.

Cons:

• Account Executive can mean different things across employers.
• Some postings are thin on compensation or sales motion details.
• Candidate quality can vary widely.
• Sponsored posting strategy can matter a lot for employers.
• Candidates need to verify that a listing is current and real.

How candidates should use it:

Indeed is useful for finding roles you might miss elsewhere, especially local and non-tech AE jobs. The mistake is treating every result as equally relevant.

When searching Indeed, use filters and keyword combinations:

• “Account Executive” plus your city.
• “Account Executive” plus “remote.”
• “Enterprise Account Executive.”
• “B2B Account Executive.”
• “SaaS Account Executive.”
• “Outside Account Executive.”
• “Field Account Executive.”
• “OTE.”
• “base salary.”
• “new business.”

Then screen hard. A good AE listing should explain what you are selling, who you are selling to, and how you are paid. If the post only says “uncapped income” and “must be a closer,” slow down.

Candidate checklist for Indeed roles:

• Is the company name visible?
• Is compensation listed?
• Does the post mention base salary, not only commission?
• Does it say Account Executive, or is it really an SDR, appointment setter, or account manager job?
• Does the company career page show the same role?
• Does the job explain territory, buyer, and sales cycle?
• Are there signs the post is old, duplicated, or vague?

Use Indeed to discover. Use company research to verify. Use outreach to get seen.

How employers should use it:

Indeed can help if your problem is reach. It will not fix an unclear sales role.

Employers should write AE posts with:

• Clear title.
• Base and OTE.
• Commission structure summary.
• Quota.
• Lead source.
• Segment.
• Territory.
• Sales cycle.
• Required experience.
• What top performers do differently.
• Screening questions tied to sales proof.

Indeed can be especially useful for local field sales, regional sales, SMB AE, commercial AE, and industry-specific sales roles where candidates search by location.

Bottom line: Indeed is best for broad AE discovery and local volume. It belongs in the stack, but candidates and employers both need to manage noise.

4. ZipRecruiter

Best for: Fast job distribution, small-business hiring, high-speed applicant flow, and roles where getting more candidates quickly is the main goal.

Candidate cost: Free to search and apply to many roles.

Employer cost: Varies by plan, posting needs, trial offers, location, and market.

Best feature: Speed. ZipRecruiter is built to help employers get jobs in front of candidates quickly.

Pros:

• Fast posting workflow for employers.
• Good for small businesses and lean teams.
• Useful when candidate flow is the immediate problem.
• Can expose roles to candidates across a broad network.
• Helpful for local sales roles and quick hiring cycles.

Cons:

• Fast distribution can create low-fit applications.
• Not every AE role benefits from broad blasting.
• Candidates still need to verify role quality.
• Employers need a clear screening process before increasing volume.
• Less useful when the real problem is a weak compensation plan or unclear sales motion.

How candidates should use it:

Use ZipRecruiter as a discovery board, especially if you are open to smaller companies, local employers, or sales roles outside the standard tech recruiting channels.

Be careful with postings that are heavy on energy and light on detail. The Account Executive title is sometimes used loosely. Before applying, ask:

• Does the role close new business?
• Is there a base salary?
• Is the OTE realistic?
• What is the quota?
• Is the commission plan explained?
• Does the job require travel?
• Is it B2B or B2C?
• Is it account management, lead generation, or true closing?

If the listing is light but interesting, check the company site before spending time on a tailored application.

How employers should use it:

ZipRecruiter can help when you need a hiring pipeline quickly. Before posting, make sure someone owns screening. More applicants without a screen creates drag.

Use knockout questions carefully:

• Have you carried a quota before?
• What was your average deal size?
• What buyer did you sell to?
• What percentage of pipeline did you self-source?
• What CRM have you used?
• Are you comfortable with the required travel or territory?

Do not use generic “rockstar closer” language. Strong AEs have seen that too many times. Give them the role mechanics.

Bottom line: ZipRecruiter is best for fast distribution and quick applicant flow. It is useful when speed matters, but it should be paired with a clear post and strong screening process.

5. RepVue

Best for: Sales compensation research, quota attainment signals, company reputation, and AE role quality checks.

Candidate cost: Often free for candidates to research companies and roles, depending on current access rules.

Employer cost: Varies by employer product and plan.

Best feature: Sales-specific company intelligence. RepVue is not just about job listings. It helps candidates think about whether a sales org is worth joining.

Pros:

• Strong for compensation research.
• Useful for quota attainment context.
• Helps candidates evaluate sales culture.
• Good research layer before applying or accepting an offer.
• Helpful for comparing claimed OTE against reality.
• More sales-specific than generic review sites.

Cons:

• Not the broadest job board.
• Data depth can vary by company.
• Better for research than for running your entire job search.
• Candidates still need to validate with interviews, offer details, and current employees.

How candidates should use it:

Use RepVue after you find a promising Account Executive role. It can help answer the questions a job post may not fully cover:

• Are reps actually hitting quota?
• Does the OTE seem credible?
• Is the company known for a strong sales culture?
• Are there patterns in feedback?
• Does compensation look aligned with the role level?
• Is the company better for SMB, mid-market, or enterprise reps?

RepVue is especially useful before you take recruiter claims at face value. If the job post says $250k OTE but the company has poor quota attainment signals, ask better questions.

Questions to ask after using RepVue:

• What percentage of reps hit quota last quarter?
• What percentage hit quota last year?
• What was average ramp time for the last AE cohort?
• How much pipeline is self-sourced?
• How are territories assigned?
• What changed in the compensation plan this year?
• How many AEs left in the past 12 months?
• What does the top quartile earn?

How employers should use it:

Employers should treat RepVue as a reminder that sales candidates compare companies. You cannot hide behind a title and a big OTE number forever.

If your sales org is strong, make that visible:

• Share quota attainment honestly.
• Explain how territories work.
• Clarify ramp support.
• Publish realistic OTE.
• Train recruiters to answer compensation questions.
• Keep your hiring process consistent with the role you are selling.

Then post the role on a focused board like Account Executive Jobs so candidates can find it in the first place.

Bottom line: RepVue is best for evaluating compensation, sales culture, quota credibility, and role quality. Use it as a research layer, not as your only job board.

6. Built In

Best for: Tech company AE roles, SaaS jobs, startup jobs, and city-specific tech hiring.

Candidate cost: Free to search.

Employer cost: Varies by employer branding, job posting, and recruiting package.

Best feature: Tech-market positioning. Built In is useful when you want AE roles at software companies, startups, and tech employers in specific markets.

Pros:

• Good for SaaS and technology Account Executive roles.
• Useful city and remote discovery.
• Strong employer profile experience for tech companies.
• Helpful for candidates comparing company benefits and culture.
• Better fit for tech sales than many generic boards.

Cons:

• Less useful for non-tech AE roles.
• Not every strong AE employer is on the platform.
• Candidate competition can be high for attractive tech roles.
• Some postings may still lack quota, ramp, and sales motion detail.

How candidates should use it:

Built In is a good supplement if your target is tech sales. Use it when you want SaaS, cybersecurity, fintech, HR tech, dev tools, data, marketing tech, health tech, climate tech, or other technology categories.

Search for:

• Account Executive.
• SaaS Account Executive.
• Mid-Market Account Executive.
• Enterprise Account Executive.
• Strategic Account Executive.
• Commercial Account Executive.
• Sales Executive.

Then compare roles against your target profile:

• Company stage.
• Funding or profitability.
• Product category.
• Buyer persona.
• ACV.
• Sales cycle.
• Remote policy.
• Territory model.
• Manager and leadership background.

Built In can help you find tech companies, but do not assume every tech AE job is good. A fast-growing company can still have poor territory design, unrealistic quotas, or messy sales operations.

How employers should use it:

Built In can work well for tech companies that care about employer brand. But for AE hiring, do not only talk about culture and perks. Sales candidates need the role mechanics.

A strong Built In post should include:

• Segment.
• Product category.
• Buyer.
• Base and OTE.
• Quota.
• Pipeline split.
• Sales cycle.
• Tools.
• Ramp plan.
• Sales leadership context.

Pair Built In with Account Executive Jobs when the role is specifically an AE role and you want a focused sales audience.

Bottom line: Built In is best for tech and SaaS AE discovery. It is strongest as part of a tech sales search stack, not as the only board.

7. Wellfound

Best for: Early-stage startup Account Executive roles, founder-led sales teams, first sales hires, and candidates who want startup risk and upside.

Candidate cost: Free to search.

Employer cost: Varies by recruiting product and hiring needs.

Best feature: Startup focus. Wellfound is useful for candidates who specifically want early-stage companies and are comfortable with ambiguity.

Pros:

• Stronger startup focus than broad job boards.
• Useful for early sales hires.
• Can surface companies before they are widely known.
• Helpful for candidates who want direct access to founders.
• Good for roles where the AE may build process, not just run process.

Cons:

• Early-stage AE roles can be poorly defined.
• Compensation may include equity but lower cash than later-stage roles.
• Quota, ICP, pricing, and sales process may still be in motion.
• Not ideal for candidates who want mature enablement, predictable inbound, or a fully built sales org.

How candidates should use it:

Wellfound can be excellent if you want a startup AE role, but you need to know what kind of risk you are taking.

Screen for:

• Is this a first AE hire?
• Has the founder closed customers personally?
• Is there repeatable demand?
• What is the current ICP?
• What is the average contract value?
• How many customers exist today?
• Is pricing stable?
• Does the company know its buyer?
• Is the pipeline founder-led, inbound, outbound, partner, or product-led?
• Is OTE based on history or hope?

Startup AE roles can be great when you want scope and upside. They can be painful when the company calls the role “Account Executive” but still has not proven a repeatable sales motion.

Ask direct questions:

• What revenue did the company close in the last 12 months?
• Who closed it?
• How many opportunities are currently in pipeline?
• What percentage of pipeline is expected to come from me?
• What does success in the first 90 days look like?
• What happens if the company misses its growth plan?
• Is equity meaningful, and what are the terms?

How employers should use it:

Wellfound is useful for startups, especially when you need candidates who are comfortable with early-stage conditions. Be honest about the stage. Do not write a late-stage AE job post if the reality is founder-led sales with limited process.

Strong candidates will respect clarity:

• “This is our first AE hire.”
• “The founder has closed the first 25 customers.”
• “The role will self-source 70 percent of pipeline.”
• “OTE is based on the current plan, not a historical AE cohort.”
• “Sales process is early and you will help shape it.”

That kind of honesty may reduce applicant volume, but it improves fit.

Bottom line: Wellfound is best for early-stage startup AE roles. It is a strong supplement for startup-minded candidates, but every role needs careful diligence.

8. Otta / Welcome to the Jungle

Best for: Curated tech and startup job discovery, especially for candidates who want a cleaner search experience than huge boards.

Candidate cost: Free to search in many cases.

Employer cost: Varies by employer product, market, and hiring package.

Best feature: Curated discovery. It can feel less chaotic than broad job boards, especially for candidates searching modern tech roles.

Pros:

• Cleaner discovery experience than many high-volume boards.
• Good for tech and startup candidates.
• Useful for role matching and company exploration.
• Helps candidates compare company profiles.
• Can surface roles candidates might not find through generic title searches.

Cons:

• Inventory can depend heavily on market, geography, and company participation.
• Not always the deepest source for Account Executive roles.
• Less useful outside tech or startup searches.
• Candidates still need to verify compensation, quota, and role mechanics.

How candidates should use it:

Use Otta / Welcome to the Jungle as a curated layer in your AE search, especially if you prefer cleaner company profiles and want to explore tech roles without scrolling through endless low-fit results.

It is especially useful when you know your preferences:

• Remote or hybrid.
• Startup or scale-up.
• Company size.
• Product category.
• Mission or market.
• Role level.
• Location.

Do not stop at the profile. For an AE role, you still need sales details:

• Is it closing new business?
• Is the buyer clear?
• Is compensation listed?
• What is the quota?
• What is the sales cycle?
• How does the company generate pipeline?
• Is the product mature enough to support the plan?

If the role is interesting but light on details, use it as a lead. Then search Account Executive Jobs, the company career page, and LinkedIn to gather more context.

How employers should use it:

Use curated tech platforms when employer profile quality matters. Candidates who use these platforms often care about the company story, team, values, and product. AE candidates also care about the sales plan.

Make sure your profile and posting explain:

• Market.
• Buyer.
• Product maturity.
• Sales team size.
• AE level.
• Compensation.
• Quota.
• Ramp.
• Sales support.

Bottom line: Otta / Welcome to the Jungle is best for curated tech AE discovery. It is strongest when paired with a focused Account Executive board and direct company research.

9. Glassdoor

Best for: Salary research, company reviews, interview research, and job discovery.

Candidate cost: Free to search in many cases, with access rules that can vary.

Employer cost: Varies by employer branding and recruiting product.

Best feature: Company research. Glassdoor helps candidates evaluate what current and former employees say about an employer.

Pros:

• Useful for salary comparisons.
• Helpful for interview research.
• Good for reading employee reviews.
• Can reveal patterns in management, culture, and compensation feedback.
• Useful before accepting an offer.
• Helpful for employers that invest in reputation management.

Cons:

• Reviews can be biased, incomplete, or outdated.
• Salary data may not match the specific AE role, segment, or location.
• Job inventory is not always the strongest reason to use it.
• Candidates should not treat one review as proof.

How candidates should use it:

Use Glassdoor as a due diligence layer. It is not just a place to find jobs. It is a place to check whether a company story holds up.

Look for patterns, not single comments:

• Do multiple reviews mention quota issues?
• Do sales employees mention territory problems?
• Are compensation complaints repeated?
• Do reviews mention high turnover?
• Do interview reviews describe a chaotic process?
• Are there recent reviews from sales roles?
• Are positive reviews specific or generic?

Then ask interview questions that test the pattern:

• I noticed quota attainment is a common topic for sales teams. What percentage of AEs hit quota last quarter?
• How often do territories change?
• How does the company handle inbound versus outbound pipeline?
• What does ramp look like for a rep with my background?
• What changed in the sales org over the past year?

Use Glassdoor alongside RepVue. RepVue is more sales-specific. Glassdoor can add broader company and interview context.

How employers should use it:

Employers should assume serious AE candidates will research reviews before accepting an offer. If your reviews raise issues, your recruiters and hiring managers need a clear, honest way to address them.

Do not dismiss every review as unfair. Look for themes:

• Compensation confusion.
• Poor management.
• Territory changes.
• Lack of enablement.
• Product issues.
• Unclear promotion path.
• Burnout.

Then fix what you can and explain what has changed.

Bottom line: Glassdoor is best for company and salary research. Use it to verify a role before you commit serious interview time or accept an offer.

10. SalesJobs.com

Best for: Broad sales-specific inventory, legacy sales job searches, and employers that want a sales-only posting channel.

Candidate cost: Free to search in many cases.

Employer cost: Varies by posting, resume database, and recruiting package.

Best feature: Sales-specific history. It is a dedicated sales jobs site, even if it is broader and less AE-specific than newer focused options.

Pros:

• Sales-specific rather than fully general.
• Can include broad sales roles across many industries.
• Useful as an extra search source.
• May surface roles that do not appear on newer tech-focused boards.
• Helpful for candidates searching outside SaaS.

Cons:

• Less focused on modern Account Executive role detail.
• Can mix AE roles with many other sales titles.
• Candidates need to check freshness and fit carefully.
• Not the first board I would use for high-signal AE hiring.
• Legacy job-board feel may be less appealing to some candidates.

How candidates should use it:

Use SalesJobs.com as a supplemental board, especially if you are open to non-tech sales roles. Do not assume every “sales” job is an Account Executive job.

Screen for:

• New-business closing responsibility.
• Base salary and OTE.
• Territory.
• Buyer.
• Industry.
• Commission structure.
• Travel.
• Sales cycle.
• Lead source.
• Whether the job is still current.

If the role is a fit, verify it through the company. If the role is vague, move on or ask for details before spending time.

How employers should use it:

Use SalesJobs.com if you want another sales-specific channel, but write the post for the candidate you want. A generic sales listing will attract generic sales applications.

If the role is an Account Executive position, say so clearly and explain:

• What the AE sells.
• Who the AE sells to.
• Whether the role closes new business.
• What quota looks like.
• What the realistic first-year earnings range is.
• What support exists.

For focused Account Executive hiring, also post on Account Executive Jobs so candidates looking specifically for AE roles can find you.

Bottom line: SalesJobs.com is best as a legacy sales-specific supplement. It can be useful, but it should not be the center of a modern AE job search or hiring plan.

Best Account Executive Job Boards By Use Case

Use case	Best board or mix	Why
I want one focused AE job board	Account Executive Jobs	It is built specifically for Account Executive and revenue roles.
I want remote Account Executive jobs	Account Executive Jobs remote search, LinkedIn, Otta	Remote AE roles get crowded, so use focused search plus network follow-up.
I want enterprise AE jobs	Account Executive Jobs enterprise search, LinkedIn, RepVue	Enterprise hiring needs role fit, sales org research, and direct outreach.
I want SaaS AE jobs	Account Executive Jobs SaaS search, Built In, LinkedIn	SaaS roles need product, buyer, segment, and comp clarity.
I want startup AE jobs	Wellfound, Built In, Otta, Account Executive Jobs	Startup candidates need to compare role stage and sales motion.
I want local AE jobs	Indeed, LinkedIn, Account Executive Jobs	Local roles often show up across broad and focused boards.
I want compensation research	RepVue, Glassdoor, Account Executive Jobs	Compare listed pay with sales org signals and reviews.
I am an employer hiring one AE	Account Executive Jobs, LinkedIn outreach	Use focused posting plus direct sourcing.
I am an employer hiring many AEs	Account Executive Jobs, LinkedIn, Indeed, recruiter outreach	Use focused board, network sourcing, broad reach, and structured screening.
I need applicant flow fast	ZipRecruiter, Indeed, LinkedIn	Use fast boards only when screening capacity is ready.

Candidate Workflow: How To Use These Boards Without Wasting Time

The best Account Executive job search does not start with 200 applications. It starts with a clear target.

Step 1. Define Your AE Target

Before you search, decide what you are actually looking for:

Question	Example answer
Segment	Mid-market SaaS AE
Buyer	VP People, HR, finance, IT, marketing, operations, security
Deal size	$20k to $80k ACV
Sales cycle	45 to 120 days
Pipeline source	Mix of inbound, outbound, partners, expansion
Compensation	$80k base, $160k OTE minimum
Work setting	Remote or hybrid
Company stage	Series B to public
Deal motion	New business closing
Must avoid	Commission-only, unclear quota, no base, vague territory

Without a target, every board feels overwhelming.

Step 2. Start With Focused Role Fit

Search Account Executive Jobs first if you want AE roles specifically. Save roles that match your target. Do not over-prioritize company name alone. A famous company with a bad territory is not automatically better than a less famous company with a clear sales motion.

Step 3. Expand To Broad Boards

Use LinkedIn and Indeed for volume. Use ZipRecruiter for additional discovery. Use Built In, Wellfound, and Otta if you want tech or startup roles.

The goal is not to apply everywhere. The goal is to build a focused shortlist.

Step 4. Research Compensation And Sales Org Quality

Use RepVue and Glassdoor to pressure-test the role.

Look for:

• Quota attainment.
• OTE credibility.
• Sales leadership reputation.
• Territory fairness.
• Ramp support.
• Product-market fit.
• Employee review patterns.
• Interview process comments.

Step 5. Verify The Role

Before you spend serious time applying, check whether the job is current. Look for the role on the company career page. Compare the title, location, compensation, and job description. If the company page is missing the role, be careful.

Step 6. Apply With Role-Specific Proof

Do not send the same resume to every AE job. Tailor the top of your resume and outreach around the sales motion.

If the job is enterprise SaaS:

• Show enterprise cycle experience.
• Show multi-threading.
• Show procurement, legal, and security review experience.
• Show deal size.
• Show quota performance.

If the job is SMB high-velocity:

• Show activity volume.
• Show conversion rates.
• Show short-cycle closing.
• Show pipeline discipline.
• Show speed and consistency.

If the job is outbound-heavy:

• Show self-sourced pipeline.
• Show territory creation.
• Show prospecting metrics.
• Show meetings created.
• Show closed-won revenue from self-sourced opportunities.

Step 7. Follow Up Like A Seller

An AE job search is also a sales process. Your outreach should show judgment.

Bad follow-up:

I just applied. Can you look at my resume?

Better follow-up:

I applied for the Enterprise AE role. The role stood out because your team sells to security leaders and expects reps to build outbound pipeline. In my last role, I sourced 42 percent of closed-won revenue and closed three six-figure deals with security and IT stakeholders. Happy to send a short summary if useful.

That note proves you read the role and understand the sales motion.

Employer Workflow: How To Choose The Right AE Job Board

The best job board depends on your hiring problem.

If You Need Focused AE Candidates

Post on Account Executive Jobs. The closer the role is to a real AE position, the more a focused board makes sense.

Use this when:

• You are hiring a quota-carrying Account Executive.
• The role closes new business.
• Compensation and sales motion details are ready.
• You want sales candidates who understand the title.
• You do not want to screen every possible sales background.

If You Need A Bigger Applicant Pool

Add LinkedIn, Indeed, and ZipRecruiter. But do this after the job post is clear.

Broad boards are useful when:

• You have screening capacity.
• The role can accept different sales backgrounds.
• Location matters.
• You need volume quickly.
• You are hiring multiple reps.

Broad boards are painful when:

• Compensation is unclear.
• The role title is misleading.
• Screening questions are weak.
• No one owns candidate review.
• The hiring manager changes requirements mid-search.

If You Need Passive Candidates

Use LinkedIn sourcing, referrals, and direct outreach. Many strong AEs are not applying every day. They may be open, but not active.

Outreach should include:

• Why this candidate fits.
• What the role sells.
• Segment and buyer.
• Base and OTE range.
• Why the role is open.
• Why the company is worth a look.

Do not send a vague “great opportunity” message. AEs evaluate opportunities for a living.

If You Need Tech Or Startup Candidates

Add Built In, Wellfound, and Otta / Welcome to the Jungle. These boards can help when your company story matters and candidates want to compare product, stage, and team.

If You Need Candidates To Trust The Opportunity

Use RepVue and Glassdoor as reputation signals. You may not control every review, but you can control how clearly you explain the role.

Serious candidates will ask:

• What percentage of AEs hit quota?
• Is the OTE real?
• What does ramp look like?
• How are territories assigned?
• What happened to the last person in the role?
• What pipeline support exists?
• How many AEs are being hired?

If your team cannot answer those questions, the job board is not the problem.

What Makes A Good Account Executive Job Posting

A strong AE job posting is specific. It does not rely on hype.

Include these details:

Detail	Why it matters
Base salary	Serious candidates need to know cash certainty.
OTE	Helps candidates compare upside.
Quota	Shows whether OTE is grounded in a real plan.
Segment	SMB, mid-market, enterprise, strategic, or field roles require different skills.
Buyer	Selling to HR is different from selling to CIOs, plant managers, or physicians.
Product	Candidates need to know what they are selling.
Average contract value	Helps candidates understand deal complexity.
Sales cycle	Shows whether the role is high-velocity or long-cycle.
Pipeline source	Inbound, outbound, partner, expansion, or self-sourced expectations matter.
Territory	Territory quality can make or break an AE role.
Ramp	Candidates need to know how success is measured early.
Quota attainment	Shows whether the plan is realistic.
Manager	The direct manager matters more than most job posts admit.
Interview process	Saves time and reduces candidate drop-off.

Avoid these phrases unless you explain them:

• Uncapped commission.
• Unlimited earning potential.
• Must be a hunter.
• Work hard, play hard.
• Entrepreneurial mindset.
• Fast-paced environment.
• Competitive compensation.
• Top performers earn.

Those phrases are not always bad, but they are often used to avoid specifics.

Account Executive Job Board Red Flags

Candidates should be careful when any board shows a role with these problems:

• No company name.
• No base salary.
• OTE listed without quota.
• “Account Executive” title but the job is appointment setting.
• Commission-only pay hidden in the description.
• No buyer or product detail.
• No clear territory.
• No explanation of pipeline source.
• Vague promise of “six figures.”
• Role appears on many boards but not on the company career page.
• Very old posting date.
• Multiple duplicate listings with inconsistent details.
• Too much hype and not enough role mechanics.

Employers should also treat these as a checklist. If your own posting has these issues, strong candidates may pass before you ever see them.

How We Chose These Account Executive Job Boards

This ranking is based on practical AE search and hiring criteria, not only brand size.

We weighed:

Criterion	What it means
Role fit	Does the board help candidates find real Account Executive jobs, not generic sales roles?
Candidate signal	Does the board attract candidates who understand sales roles?
Employer usefulness	Can hiring teams publish and manage AE roles effectively?
Search quality	Can candidates filter by title, location, remote status, pay, or company type?
Compensation context	Does the platform help candidates understand pay and role quality?
Network value	Does the platform help candidates get referrals or reach hiring teams?
Breadth	Does the board have enough inventory to be useful?
Focus	Does the board reduce irrelevant noise?
Research value	Does it help candidates evaluate a company before applying or accepting?
Practical workflow	Does it fit into a real job search or recruiting process?

The highest-ranked board is not automatically the biggest board. For Account Executive roles, fit matters. A high-quality AE candidate is not only asking, “Can I get an interview?” They are asking, “Is this sales role worth my time?”

That is why Account Executive Jobs ranks first. It is focused on the role this guide is about.

Recommended Search Stack For Candidates

Use a stack instead of living on one board.

Step	Tool	Purpose
1	Account Executive Jobs	Find focused AE roles first.
2	LinkedIn Jobs	Expand discovery and identify people to contact.
3	Indeed	Add broad and local volume.
4	Built In, Wellfound, Otta	Find tech and startup roles.
5	RepVue and Glassdoor	Research compensation, quota, culture, and interviews.
6	Company career pages	Verify that the role is current.
7	Direct outreach	Get seen with role-specific proof.

This approach is slower than mass applying, but it is much better. You will apply to fewer roles and create better conversations.

Recommended Hiring Stack For Employers

Use a stack based on the role.

Hiring need	Recommended stack
One focused AE hire	Account Executive Jobs, LinkedIn sourcing, referrals
Multiple AE hires	Account Executive Jobs, LinkedIn, Indeed, structured scorecard
Enterprise AE	Account Executive Jobs, LinkedIn sourcing, recruiter outreach
Remote AE	Account Executive Jobs remote search, LinkedIn, Otta
SaaS AE	Account Executive Jobs SaaS search, Built In, LinkedIn
Early startup AE	Wellfound, LinkedIn, founder outreach, Account Executive Jobs
Local field AE	Indeed, LinkedIn, local sourcing, Account Executive Jobs
Broad sales hiring	Indeed, ZipRecruiter, LinkedIn, SalesJobs.com

The most common hiring mistake is posting a vague job everywhere. The better move is to define the role, post it in the right places, and screen against the actual sales motion.

Frequently Asked Questions

What is the best site for Account Executive jobs?

The best focused site for Account Executive jobs is Account Executive Jobs. It is built for AE and revenue roles instead of generic sales inventory. For broader discovery, candidates should also use LinkedIn Jobs, Indeed, and selected tech or startup boards.

What is the best free Account Executive job board for candidates?

Account Executive Jobs is a strong free starting point for candidates because it focuses on Account Executive roles. LinkedIn and Indeed are also free to search and useful for broader discovery.

Are Account Executive jobs still in demand?

Yes, Account Executive roles remain important because companies still need people who can create pipeline, run discovery, manage deals, negotiate, and close revenue. Demand varies by industry, company stage, location, and segment. Enterprise AE, SaaS AE, field AE, and SMB AE roles can all have different hiring patterns.

What is a good OTE for an Account Executive?

A good OTE depends on segment, industry, company stage, and quota. SMB AE roles may have lower OTE and faster cycles. Enterprise AE roles usually have higher OTE and longer cycles. Do not judge OTE alone. Compare OTE to quota, ramp, quota attainment, average deal size, territory, and pipeline support.

Which job board is best for remote Account Executive jobs?

Account Executive Jobs is the best focused starting point for remote AE roles. LinkedIn, Indeed, Built In, and Otta / Welcome to the Jungle can also help, but remote roles attract more applicants, so candidates need stronger targeting and outreach.

Which job board is best for enterprise Account Executive jobs?

Account Executive Jobs and LinkedIn are the best starting mix for enterprise AE roles. Use Account Executive Jobs for focused role discovery and LinkedIn for sourcing, referrals, and hiring manager outreach. Use RepVue and Glassdoor to research compensation and sales org quality.

Should I apply through a job board or the company career page?

Use job boards for discovery, then verify the role through the company career page when possible. If the job board has a clear Quick Apply path and the role is current, that can be useful. If the company career page has the same job, applying there can also help ensure your application enters the official system.

Is LinkedIn Easy Apply worth it for Account Executive jobs?

LinkedIn Easy Apply can be worth using for roles that fit your background, but it should not be your whole strategy. Easy Apply is fast, which means many other candidates can apply quickly too. Pair any Easy Apply submission with targeted outreach to the recruiter, sales manager, or hiring leader.

Is RepVue a job board or a research tool?

RepVue can help with job discovery, but its biggest value is research. Use it to evaluate sales compensation, quota credibility, company reputation, and sales org quality before investing heavily in a role or accepting an offer.

What should employers include in an Account Executive job post?

Employers should include base salary, OTE, quota, segment, buyer, sales cycle, average contract value, pipeline source, territory, ramp, work setting, travel expectations, manager context, and interview process. Strong AE candidates want specifics.

What is the biggest mistake candidates make with AE job boards?

The biggest mistake is mass applying without role fit. A better strategy is to define your target, search focused boards first, expand to broad boards, verify the role, research the company, apply with relevant proof, and follow up like a seller.

What is the biggest mistake employers make when posting AE jobs?

The biggest mistake is posting a vague “sales” job and expecting the board to fix it. The board can create visibility, but the job post must explain the actual sales motion. Strong candidates want to know compensation, quota, buyer, territory, pipeline, and manager support.

Final Verdict

The best Account Executive job board overall is Account Executive Jobs because it is focused on Account Executive and revenue roles. LinkedIn Jobs is best for network-driven searches and sourcing. Indeed is best for broad volume. ZipRecruiter is best for fast distribution. RepVue is best for sales compensation and company research.

For candidates, the best strategy is not to pick one board and hope. Start focused, expand carefully, research the company, verify the role, and follow up with proof that you understand the sales motion.

For employers, the best strategy is not to post everywhere. Define the AE role clearly, publish it on a focused board, add broad boards when you need volume, and screen against the actual work the rep will do.

If you are hiring or searching for a real Account Executive role, start with Account Executive Jobs.