Director, Sales Enablement

Job Summary

We are hiring a Director, Sales Enablement to deeply partner with GTM and drive actionable accelerated outcomes. We want someone who sees the function of Sales Enablement as a revenue problem rather than a training problem. The job will be measured on ramp time, certification, and win rates, not on how much training gets delivered.

This is a player-coach role, particularly at the start. For the first six to twelve months, you should expect to write the playbook and then run reps through it yourself: leading live sessions, reviewing call recordings, sitting in on demos, and building the certification program by hand before you scale any of it.

Key Responsibilities

• Rep ramp and productivity
  • You own time-to-first-deal for new AEs. Onboarding should be built around real pipeline, live customer conversations, and recorded calls, so that new hires are selling early rather than watching slide decks. You'll also build a tiered certification program covering trade-show fluency, demo certification, and full-suite certification, with live evaluated practice at each level. Completing a video course doesn't count as a credential here.
• AI-driven coaching at scale
  • We have more than 30 reps and one enablement leader, so ride-alongs alone won't work. We expect you to use AI heavily: call analysis, coaching, content personalization, and rep self-service, built on our current GTM stack. In practice that means standing up a coaching loop that surfaces deal risk, demo quality, talk-track adherence, and discovery gaps to each rep and their Regional Sales Director every week. It also means building reusable AI assistants for things like objection handling, battlecards, discovery prep, and account research. Every tool should be tied to an outcome. If something isn't moving win rate, ramp time, or activity quality, we stop paying for it.
• Product and competitive fluency
  • An early and non-negotiable goal: every AE can hold a 15-minute overview conversation across the full product suite at a trade show without a solution consultant in the room. From there, the longer-term work is building the habits that let reps land and expand across RMS, ePCR, scheduling, training, command, and reporting from the first call, supported by competitive playbooks and displacement plays.
• Content and sales tools
  • Audit the existing collateral in your first 60 days. Keep what reps actually use and what converts, and rebuild or retire the rest. Reps should never have to wonder which deck, pricing sheet, or battlecard is current, so part of this job is establishing a single source of truth and keeping it that way. The same standard applies to the tool stack: every tool gets an owner, an adoption target, and a connection to a sales metric before it gets renewed.
• Partnership with sales leadership
  • You'll sit in the weekly leadership stand-up and monthly business reviews, and your input will shape coaching priorities region by region. A significant part of the job is making our four Regional Sales Directors better coaches, and we'll measure enablement partly on how their reps improve. You'll also keep a ti