Onboarding Program Manager

CARFAX•Centreville, VA

5d•$100,000 - $140,000•Hybrid

About The Position

Join Team CARFAX as Onboarding Program Manager. At CARFAX, we pride ourselves on being mission-focused on helping to grow a brand built on accuracy and integrity. We care deeply about our products and our customers. We’re more than just a company: We help millions of consumers make more-informed decisions every day. We know that our teammates are our most valuable asset, and we value a balanced life while tackling challenging projects in a fast-paced environment. About the Role At CARFAX, how quickly and consistently new hires reach productivity is a direct revenue imperative — and the Onboarding Program Manager owns that outcome. You’ll design, build, and run structured onboarding for every revenue-generating and customer-facing team in the DBU: Sales (Field, Strategic, and Inside), Customer Care, and Service/Account Management. A central goal is consistency. Today, onboarding varies depending on which manager a new hire reports to — you’ll create a standard, repeatable approach within each team (so every Field Sales director ramps new reps the same way) while keeping each team’s distinct needs intact. You’ll facilitate monthly in-person sessions at CARFAX’s Reston, VA headquarters, build the content new hires rely on, and partner closely with internal teams to ensure new hires receive the most relevant content. At CARFAX, we believe in the power of teamwork and value in-person interactions so that we can collaborate and thrive together. This position will require 3-4 days a week in our Virginia office subject to change with future business needs.

Requirements

5+ years of experience designing, building, and leading structured onboarding programs — ideally across multiple teams or roles within a single organization.
Demonstrated success reducing time-to-productivity and improving new hire ramp outcomes, with data to support it.
A track record of standardizing programs across managers or locations to reduce variance in the new-hire experience.
Experience taking an existing program and improving it — assessing what’s working, keeping what is, and rebuilding what isn’t — rather than only building from a blank page.
Strong live facilitation skills — you are at your best in front of a room, leading a role-play, running a skills certification, or coaching a new hire in real time.
Exceptional content-creation skills, including the ability to build polished, well-designed learning materials, onboarding decks, and training presentations in PowerPoint (or equivalent tools) that are clear, compelling, and field-ready.
Experience building role-specific, milestone-based onboarding pathways tailored to distinct job functions.
Strong project management and organizational skills, with the ability to manage multiple workstreams simultaneously — this role serves multiple teams with different cycles, content needs, and go-live moments.
Ability to travel up to 15% of the time to support field team onboarding, regional events, and key team milestones.
Experience partnering with cross-functional stakeholders (HR, Sales Leadership, RevOps, Marketing) to build programs that are accurate, aligned, and well-supported.

Nice To Haves

Local to the Northern Virginia/DC metro area and able to work from CARFAX’s Reston, VA headquarters on a regular basis — monthly onboarding sessions are in-person, and proximity to HQ makes a meaningful difference in this role.
Automotive industry or automotive technology experience; understanding how dealerships operate and how CARFAX’s products serve them is a genuine advantage.
Experience supporting onboarding across a blend of commercial roles — sales, customer service, and account/service management.
Familiarity with learning management systems (LMS), content management tools, and conversation intelligence platforms (e.g., Gong, Chorus).
Experience with a revenue enablement platform (e.g., Allego, Highspot, Seismic) and a CRM (preferably Salesforce).

Responsibilities

Own onboarding end-to-end for all DBU teams. Own the new hire experience for Sales (Field, Strategic, and Inside), Customer Care, and Service/Account Management, building programs that reflect each team’s distinct roles, tools, and success metrics. Assess the existing program, keep what works, and build on the rest.
Standardize onboarding within each team. Create a consistent, repeatable approach for each team so every new hire gets the same experience regardless of their manager — while preserving the meaningful differences between teams.
Design and own role-specific pathways and milestones. Build structured learning journeys for each role, from pre-boarding through full ramp. You own how long onboarding runs and what “ready” means, anchoring each pathway to clear milestones so you can track progress and intervene early when someone falls behind.
Facilitate monthly onboarding sessions and role-plays at HQ. Lead structured, high-energy in-person sessions at Reston HQ each month — role-plays, skills practice, objection handling, and live dealer simulations. The best programs are practice-heavy, not information-dumps, so reps build skill through repetition and feedback before their first live call.
Create and maintain high-quality onboarding content. Own all onboarding materials — learning paths, playbooks, decks, quick-reference guides, role-play scripts, and certifications — polished, current, and built for how people actually learn. Requires strong PowerPoint and content-creation skills.
Partner closely with the Sales Enablement Lead. Make the handoff from onboarding to ongoing enablement seamless — one continuous journey, not a cliff. Your programs should set up their work, not duplicate it.
Measure what matters and continuously improve. Track time-to-productivity, ramp time by role, cohort trends, manager satisfaction, and new-hire feedback, and use them to decide what to keep, cut, or rebuild. Completion rates are a baseline, not a success metric.
Collaborate cross-functionally and leverage experts. Partner with HR on pre-boarding, Marketing and Product on product knowledge, and RevOps on milestones and KPIs. Maintain a network of internal SMEs who keep programs accurate, making their involvement easy rather than a burden.