Director of Partner Experience

inquirED

12d•$136,950 - $166,000•Remote

About The Position

As our Director of Partner Experience, you’ll lead the team that partners with districts to turn curriculum adoption into meaningful, sustained instructional impact. You’ll own the day-to-day leadership of Partner Experience, the team responsible for ensuring teachers, schools, and districts receive timely support, meaningful professional learning, and a customer experience that drives long-term success, renewal, and expansion. This is a pivotal moment for the role. inquirED is scaling from a single flagship product to a true multi-product portfolio, (Inquiry Journeys, Inkwell, and Great First Eight), and our Partner Experience team is evolving alongside it. As Director of Partner Experience, you’ll eventually lead the team’s day-to-day operations across all three products, ensuring partners experience one seamless, high-quality relationship with inquirED regardless of what they use. You’ll manage people, capacity, and processes while partnering closely with Sales, Marketing, and Product to ensure partner insights inform how we serve customers and continuously improve the experience. As Director of Partner Experience you’ll translate organizational strategy into operational excellence, ensuring it comes to life consistently across partners, teams, and products. You’ll identify operational gaps, optimize team workflows, surface trends from partner feedback, and recommend improvements based on what you’re seeing every day. Your ability to build effective systems, coach the team, and continuously refine how Partner Experience operates will be a key reason inquirED can scale to three products without partners ever feeling the complexity behind the scenes. You’ll report to GTM leadership and partner closely with the Head of Sales.

Requirements

5+ years of experience in customer success, partner experience, or implementation leadership, ideally in K–12, edtech, or another complex-sale, relationship-driven environment.
2+ years directly managing a team, with a track record of coaching people into stronger performance.
Comfort operating across multiple products or workstreams at once; you can run a team well inside a structure that’s still being figured out, without needing it fully settled first.
Strong data instincts; you know how to build and read partner health metrics and use them to make decisions.
Excellent cross-functional collaborator; you build real partnerships with Sales, Product, and Marketing rather than just handing off documents.
High operational ownership; when you spot a capacity or process problem, you go fix it (staffing, tooling, workflow), not just flag it.
Experience working with districts and/or schools.
Willingness and ability to travel, averaging about once per month.

Responsibilities

Manage the day-to-day work of the Partner Experience team, including workload, prioritization, coaching, and performance.
Run partner onboarding, training, and implementation support end-to-end, ensuring teachers and district leaders can effectively use the curriculum from day one.
Execute the engagement model GTM leadership sets for supporting partners across Inquiry Journeys, Inkwell, and Great First Eight, including how the team handles districts using more than one product at a time, and flag clearly, with data, when that model is straining under real volume.
Monitor partner health metrics day-to-day, using them to flag risks early and to surface opportunities for renewal, upsell, and expansion to leadership and Account Management.
Partner closely with Sales and Account Management to keep the handoff from the sales cycle into implementation and long-term engagement running smoothly.
Be the day-to-day connector between Partner Experience and Product, Marketing, and Sales, routing real partner feedback to the people who own roadmap, messaging, and GTMgo-to-market decisions.
Manage and prioritize operational workload across the team, including partner ops and PD logistics, and recommend where tooling, contractor support, or process changes could relieve capacity pressure.
Run partner feedback loops and processes that capture and share partner success stories to support renewal and advocacy.
Foster a proactive, collaborative team culture day-to-day, and bring partner-facing capacity and risk issues to GTM leadership before they become bigger problems.
Ensure teamwide effective use of systems, including Gainsight, to ensure cross-team transparency and data-driven decision making.
Work both virtually and in person, with periodic travel to partner districts, team retreats, and company events — averaging roughly one trip per month.