The convention sales leaders expect is percent-to-quota per year with the quota size attached: "118% of $1.1M in 2025, 104% of $900K in 2023." Quota size matters because 110% of $400K and 110% of $2M are different jobs — and omitting it invites the least generous assumption. Put your best multi-year run in the summary, then repeat attainment as the first bullet of each role so the story survives any skim path.

If you missed a year, don't manufacture a vanity stat to paper over it — sales managers detect "127% of activity targets" instantly. Show the surrounding years, use rankings ("#3 of 14 despite a mid-year territory split"), or context that a whole team would recognize. And keep records: offer letters, comp statements, and dashboard screenshots, because good sales orgs verify attainment claims at reference stage.

Attainment says you hit the number; pipeline mechanics say how, and they're what separates two reps with identical attainment. Quantify average deal size (ACV/ARR), sales-cycle length, win rate, pipeline coverage, and the outbound-versus-inbound split of your sourced pipeline. "Cut average cycle from 68 to 51 days" and "sourced 40% of closed pipeline through outbound against a 25% team average" tell a hiring manager exactly which motion you'll thrive in.

These numbers also do your targeting for you: a rep with $18K ACV on 30-day cycles is a different hire than one running $140K deals over 6 months, and matching your metrics to the posting's motion (SMB velocity versus enterprise, inbound versus outbound) is the highest-leverage tailoring a sales resume can do. Name your methodology (MEDDIC, Challenger, Sandler) only if you can defend it in the interview — it will come up.

Sales orgs screen for their stack because CRM hygiene is a real hiring concern: name Salesforce or HubSpot explicitly, plus the engagement layer — Outreach or Salesloft, Gong or Chorus, ZoomInfo, LinkedIn Sales Navigator. Put them in a skills group for the ATS match, then prove fluency in a bullet: "forecast accuracy within 8% of actuals for 11 quarters" says more about your Salesforce discipline than the word Salesforce ever will.

Give rankings and awards their own section rather than burying them in bullets. President's Club, quarter/year rankings ("#2 of 14 AEs"), fastest-to-promotion — these are pre-verified peer comparisons, and sales is the one field where a trophy section is expected rather than boastful. Always include the denominator: "#1 SDR" means nothing until the reader knows it was out of 9, 90, or 900.