Director, Readiness & Customer Education

Motive

3d•$208,000 - $299,000•Remote

About The Position

This role sits at the center of what makes Motive a great place to work: real investment in our people. Whether it's an intern finishing school, a new GTM hire, or a tenured performer moving up the ranks, this role leads the team that makes those career transitions the best possible experience — and turns them into measurable business impact. As Global Director, Role Readiness, you'll own and scale Motive's longer-form enablement portfolio across GTM (Sales, Sales Development, Sales Engineering, Customer Success): internship, onboarding, bridge programs, and the month two through month six ramp journey. You'll lead a team of 11, including people managers, and be accountable for GTM team member's experience and how fast they reach full productivity.

Requirements

7+ years in sales enablement, including scaling onboarding/ramp programs at a fast-growing SaaS company (5,000+ employees preferred); offshore team/BPO management a plus.
Genuine passion for new hire onboarding and employee experience — you see career transitions as a lever for culture, retention, and performance.
Proven ability to build accountability systems at scale, ensuring priorities cascade from leadership to execution.
Experience leading people managers, not just ICs, on a team of similar size.
Hands-on experience building AI-powered enablement tools (e.g., dashboards, roleplay simulators) — a builder, not just an administrator.
Fluency in established sales methodologies (e.g., Sandler, Command of the Message, MEDDPICC) and the ability to align them with Motive's proprietary methodology.
Experience applying formal measurement frameworks (e.g., the Kirkpatrick Model) to certification and training programs.
Strong ability to translate complex ideas into curriculum and how sales professionals learn best.
Experience running global enablement programs across diverse markets, segments, and roles.
Expert communicator who builds relationships and influences stakeholders at all levels.

Responsibilities

Define the metrics that matter most across the portfolio (e.g., time-to-productivity, ramp-to-quota, promotion/bridge success rate) and hold the team to clear targets.
Partner with Sales Ops and Sales leadership on attribution models connecting onboarding and ramp programs to pipeline, quota attainment, and retention.
Regularly report progress and success metrics to executive leadership, with clear business justification for additional resources when needed.
Build and launch a unified internship program from the ground up — one shared framework spanning multiple GTM functions, with standardized intake, a common intern experience, and a capstone-based path to full-time conversion, replacing today's fragmented, function-by-function approach.
Iterate on our role-based Onboarding training tracks across GTM roles, tailored to regional, segment-, and role-specific needs within our global curriculum.
Own the month-two-through-month-six ramp journey, formalizing a clear, supported path from "onboarded" to "fully productive" through live sessions, self-paced learning, and hands-on practice.
Expand and oversee existing bridge programs (e.g., SDR to AE, AE to higher-level AE) that prepare top performers for advanced roles
Lead and coach a team of 11, including people managers, building a culture of ownership and follow-through — you ensure priorities cascade from leadership through to execution.
Build systems for accountability: clear owners, deadlines, and status visibility across every program.
Partner with Product, Marketing, Sales Operations, Finance, and Legal to keep training curricula comprehensive, current, and well-resourced.