Revenue Enablement Manager, New Hire Onboarding

Webflow•San Francisco, CA

67d•$113,000 - $143,000•Hybrid

About The Position

At Webflow, our mission is to bring development superpowers to everyone. As the pioneer of the Website Experience Platform (WXP), we're redefining how teams Build, Manage, and Optimize for the web - combining visual development, powerful content management systems, AI-driven personalization, seamless hosting, and end-to-end analytics in a single, unified platform. With AI at the core, Webflow helps teams move faster, create more performant digital experiences, and scale without heavy engineering support. From independent designers and creative agencies to global enterprises, hundreds of thousands of organizations use Webflow to turn ideas into reality - and to power what's possible on the web. We're looking for a Revenue Enablement Manager, New Hire Onboarding at Webflow to transform the way we setup our Revenue hires for success. We believe the employee experience starts on Day One and we're looking for a strategic and detail-oriented person to own and lead our onboarding program end-to-end. This is a high-impact role where you'll shape the first experience every new hire has with Webflow, ensuring it's cohesive, scalable, and deeply human - across all teams, geographies, and working models. In this role, you'll collaborate cross-functionally with stakeholders across People Ops, IT, Talent, Workplace, L&D, and business leadership to align and deliver a seamless onboarding journey. You'll design the systems, structure, and content that enable employees to feel welcome, informed, and productive from the start.

Requirements

BS / BA college degree or relevant experience
4+ years of experience in onboarding, program management, employee experience, or a related field.

Nice To Haves

Build scalable, people-centered systems with operational rigor and empathy.
Bring exceptional organization, attention to detail, and a strong sense of ownership.
Communicate clearly and effectively - in writing, in conversation, and through facilitation.
Use data, technology, and feedback to continuously improve onboarding experiences.
Collaborate seamlessly across diverse, cross-functional teams in distributed or remote environments.
Champion inclusivity and belonging so every new hire feels seen and supported.
Draw on experience onboarding both technical and non-technical employees, and familiarity with tools like Workday, Greenhouse, Slack, Highspot, and Zoom.
Bring a background in learning & development, internal communications, or employee engagement.
Stay curious and open to growth - actively building fluency in emerging technologies like AI to unlock creativity, accelerate progress, and amplify impact.

Responsibilities

Lead the onboarding program globally from vision to execution to continuous iteration maintaining a consistent experience across departments and locations.
Design scalable, inclusive processes that meet the needs of remote, hybrid, and in-office employees at all levels, and across all customer facing roles.
Drive operational excellence by managing logistics, documentation, tooling, communications, and timelines.
Collaborate deeply with cross-functional partners to align all onboarding touchpoints across the employee lifecycle.
Define and track success metrics such as time-to-productivity, engagement, and new hire sentiment to inform improvements.
Equip hiring managers with planning tools, resources, and best practices to effectively ramp their new team members.
Come into the SF office to facilitate monthly in-person onboarding

Benefits

Equity ownership (RSUs) in a growing, privately-owned company
100% employer-paid healthcare, vision, and dental insurance coverage for full-time employees (working 30+ hours per week) and their dependents. Full-time employees may also be eligible for voluntary insurance options where applicable in the respective country of employment
12 weeks of paid parental leave for both birthing and non-birthing caregivers, as well as an additional 6-8 weeks of pregnancy disability leave for birthing parents to be used before child bonding leave (note: where local requirements are more generous, employees receive the greater benefit); full-time employees also have access to family planning care and reimbursement
Flexible PTO for all locations and sabbatical program
Access to mental wellness and professional coaching, therapy, and Employee Assistance Program
Monthly stipends to support work and wellness
401k plan or pension schemes (in countries where statutorily required), and other financial wellness benefits, like CPA and financial advisor coverage

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