Responsibilities

• Manager coaching program — Build and own a structured program for frontline managers: what great looks like in a coaching conversation, a team review, a development plan. Make it repeatable with governance and success metrics that scale beyond you.
• Methodology reinforcement — Translate our sales methodology into practical field behaviors and a reinforcement model that sticks long after the initial rollout.
• Rep skills programs — Own foundational skill-building programs managers can't run alone: discovery, competitive positioning, core seller skills. Build the architecture, drive adoption, measure behavior change.
• GTM process alignment — Partner with RevOps and Revenue Leadership to ensure coaching and training reinforce how we run the business.
• Measurement — Define what success looks like (manager adoption, behavior change, field productivity) and use that signal to continuously improve. You're accountable for outcomes, not just delivery.
• Manager Onboarding — Partner with our GTM Onboarding PM to develop best in class content and delivery for our newest managers.

Requirements

• 6–8 years in enablement, learning & development, program management, or a related GTM role — ideally at a high-growth tech company
• Proven track record building programs for frontline managers and leaders, not just individual contributors
• Familiarity with a structured sales methodology (MEDDPICC, Command of the Message, or similar) and experience translating it into field behaviors and reinforcement
• Strong program management instincts: governance, stakeholder rhythms, measurement frameworks — not just curriculum design
• You understand what drives durable behavior change and build for that, not just completion rates
• Ability to influence leaders and managers across functions without formal authority
• Strong communicator who can bring clarity and structure to ambiguous, build-from-scratch work