Field Enablement Manager Inside Sales

Ericsson•Boise, ID

1d•Remote

About The Position

The Field Enablement Manager for Inside Sales is the primary enablement partner for the inside sales organization. This role drives new hire ramp, methodology adoption, territory strategy, coaching infrastructure, and sales play execution — ensuring every inside sales rep has the skills, knowledge, and tools to consistently hit quota. You will work at the intersection of sales leadership, product, and marketing, translating strategic priorities into field-ready programs that directly impact pipeline and revenue.

Requirements

5+ years in sales enablement, sales training, or a related field
Direct experience enabling inside sales or high-velocity sales teams
Hands-on experience with MEDDPICC or equivalent qualification framework
Strong facilitation skills — comfortable running live sessions for groups of 20–100 reps
Experience sales enablement tools (Highspot, ZoomInfo, Outreach)
Ability to analyze data and connect enablement activity to sales outcomes

Nice To Haves

Prior experience as an inside sales rep or inside sales manager
Familiarity with territory planning methodologies and account segmentation
Track record of managing enablement programs at 200+ rep scale

Responsibilities

Contribute to the design and support onboarding for all new inside sales hires, covering product knowledge, sales process, ICP, tech stack, and territory planning fundamentals.
Partner with sales managers to ensure consistent live coaching alongside structured training during the new hire ramp period.
Run structured bootcamp sessions — live workshops, role-plays, mock calls, and pitches— act as the primary facilitator for inside sales new hire cohorts.
Deliver ongoing reinforcement and learning support for the MEDDPICC curriculum tailored to the inside sales motion and deal cycle.
Build scenario-based practice through realistic deal simulations, call reviews, and coaching exercises that develop MEDDPICC application in context, not just knowledge of the framework.
Partner with front-line managers to build MEDDPICC into deal review and pipeline inspection processes so the framework is reinforced weekly, not just in training.
Monitor MEDDPICC field adoption through Salesforce hygiene, win/loss data, and call intelligence — surface adoption gaps and respond with targeted coaching.
Create quick-reference job aids and guides that make the framework practical and accessible.
Build and deliver territory planning training that teaches reps how to segment their accounts, identify expansion opportunities, prioritize outreach, and build a coverage model aligned to quota.
Run territory planning workshops at the start of each fiscal year and following any territory redesign or account redistribution.
Partner with sales operations to ensure territory data in Salesforce is accurate and that reps understand how to use it to inform their planning.
Support reps in building account plans for their top-tier accounts and deliver training on strategic account development within an inside sales motion.
Provide just-in-time support for reps managing territory transitions, upsell motion expansions, or new vertical assignments.
Run regular call review sessions and shadow calls, identify patterns, and create targeted skill development plans for individual reps.
Build a rep skill matrix that gives managers real-time visibility into where each rep is strong and where they need development, mapped to the core competencies of the inside sales role.
Partner with managers on Performance Improvement Plans — provide structured enablement support for underperforming reps to give them a path to improvement.
Own the inside sales playbook — the living document that codifies how inside sales reps prospect, qualify, advance, and close deals — and keep it current as the business evolves.
Design and run sales play activation — structured training, manager briefings, and reinforcement programs that get reps executing new plays quickly and consistently.
Monitor play adoption and effectiveness through pipeline data, call intelligence, and win/loss analysis — iterate plays based on what's working in the field.
Run SKO breakout sessions, quarterly business reviews, and ad hoc workshops that bring new plays and programs to life in a live environment.

Benefits

The salary range for this position is dependent on various factors including, but not limited to, location, and the candidate’s combination of job-related knowledge, qualifications, skills, education, training, and experience.
Your pay also includes the opportunity for an annual bonus. Actual bonus payouts are based on performance of the business against the unit’s objectives, individual performance, and the individual bonus target. Certain eligibility and pro-ration rules apply.
Ericsson offers excellent health benefits including the choice of three medical plan options and a dental plan option that allow an employee to select the level of coverage that suits their needs. Employees will receive company credits in an amount equal to the cost that Ericsson pays toward the cost of their medical and dental premiums for themselves and eligible covered dependents.
The Ericsson US 401(k) Plan offers an automatic 3% company contribution and Ericsson match $1 for every $1 you put into the 401(k) Plan on the first 3% of your eligible pay, plus 50 cents on every $1 on the next 2% of eligible pay. When you contribute at least 5% of eligible pay, you are receiving Ericsson’s full matching contributions of 4%. Matching and company automatic contributions stop when your total eligible pay for the year reaches the IRS limits. Employees will also receive company credits in an amount equal to the cost of basic life insurance and basic accidental death and dismemberment coverage, as well as short-term and long-term disability coverage. Employees also have the option to participate in Ericsson’s Stock Purchase Plan.
New employees are provided a minimum of 15 days of accrued vacation, up to 3 personal days per year, 11 annual holidays, 8 hours of volunteer time, and 80 hours of sick time annually. Please note paid time off is pro-rated based on the employee’s start date. Furthermore, Ericsson provides up to 16 weeks of paid maternity leave and 6 weeks of parental or adoption leave at 100% of pay.
Ericsson offers many other company-paid benefits such as financial wellness programs, educational assistance, matching gifts, and recognition programs.

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