Director of Commercial Enablement

Lantern•New York, NY

2d•$185,000 - $225,000•Hybrid

About The Position

Lantern is looking for a Director of Commercial Enablement to lead and scale a function that is critical to our commercial performance. This is a builder role. You'll inherit a team of two Learning & Development specialists and a mandate to define the future state structure, build it, and run it. Reporting directly to the CMO, you'll be responsible for the full enablement lifecycle: new hire onboarding and ramp, ongoing certification and skill development, GTM readiness for product and market launches, competitive positioning support, content governance, and the reporting infrastructure that connects all of it to commercial outcomes. You also see AI as a genuine multiplier for how enablement gets done. You've experimented with where it creates leverage, whether that's analyzing call patterns at scale, accelerating content development, or improving how reps are coached. You have a real point of view on this and you're actively building it into how your team works.

Requirements

8-10 years in commercial enablement, sales effectiveness, or L&D, including 3-4+ years leading and scaling an enablement function end-to-end — building structure in a fast-paced, high-growth environment rather than maintaining an inherited one — with a track record of managing and developing people into high-performing teams.
Demonstrated experience at a high-growth B2B healthcare experience, with a deep understanding of the self-insured employer buyer, the benefits consultant channel, and the complexity of selling specialty care or related solutions.
Demonstrated ability to connect enablement investment to measurable commercial outcomes: win rates, ramp time, pipeline velocity.
Deep, hands-on experience integrating, scaling, and optimizing Highspot (or a comparable enablement platform) and Gong (or a comparable conversation intelligence platform).
Strong cross-functional collaborator with a track record of building trusted partnerships across sales, product marketing, and clinical/product teams; an exceptional communicator able to present data-driven insights to leadership and influence priorities without direct authority.
Highly organized with strong project management instincts, able to run multiple programs simultaneously without losing quality or attention to detail.
Demonstrated AI fluency — able to speak concretely and specifically about how they currently use AI to improve the enablement function; candidates without a grounded, real answer won't advance in the process.

Nice To Haves

You've spent your career at the intersection of commercial performance and learning strategy, and you know the difference between an enablement function that manages activities and one that drives results.
You've seen what it looks like when a sales team walks into a room fully prepared — the right message for the right buyer, able to handle a tough objection from a skeptical benefits consultant without flinching — and you know that doesn't happen by accident. It happens because someone built the systems, content, and culture that made it possible.
You thrive in high-growth, high-complexity environments and aren't looking for a steady-state function to manage.
You want to build something: take a team with strong foundational instincts and elevate it into a function commercial leaders treat as a genuine strategic partner.
You're comfortable with ambiguity, energized by a blank org chart, and rigorous enough to bring structure without losing speed.
You come from high-growth B2B healthcare and understand the buyer landscape, the benefits consultant channel, and what it takes to sell into self-insured employers.
That context isn't a nice-to-have for this role — it's the foundation everything else is built on.

Responsibilities

Build and lead a high-performing Enablement team (starting with two L&D specialists), defining the future-state org structure and hiring roadmap within the first 100 days.
Establish Enablement as a strategic partner to commercial leadership — not a reactive support function — building a culture of rigor and accountability, and partnering with HR Enablement to champion learning company-wide.
Own GTM readiness for the 200-person commercial org across employer sales, health plan, benefit consultant, network, partnerships, and client success — ensuring the field is prepared ahead of every launch or messaging update.
Partner with Product Marketing to build sales toolkits, playbooks, and objection-handling tools, and own the enablement tech stack (Highspot, Gong, Salesforce, Claude).
Own commercial onboarding from day one through 90-day ramp, scaling the existing foundation as the team grows.
Set ramp metrics, hold the program accountable to them, and improve continuously based on field feedback and performance data.
Build a commercial-wide certification program and continuous learning framework, partnering with commercial leaders to close skill gaps.
Lead the annual commercial kickoff and use Gong call data to surface coaching opportunities for the L&D program.
Own content strategy — what gets built, retired, and how the library maps to the buyer journey across segments.
Govern Highspot as the primary content/LMS platform and run feedback loops with Product Marketing and field leaders to keep messaging consistent and current.
Build the measurement framework connecting enablement to commercial outcomes — win rate, ramp velocity, cycle time, objection conversion — beyond activity metrics like attendance.
Deliver regular reporting with insights and recommended actions, and use the data to prioritize where the team invests time.