Sales Enablement | SDR

Ramp•New York, NY

57d•$86,000 - $176,000•Hybrid

About The Position

Ramp is seeking a Sales Enablement Manager to build and own the programs, systems, and infrastructure that enable Sales Development Representatives (SDRs) to reach full productivity within 90 days. This role is crucial for transitioning the SDR organization from a manager-led, ad hoc enablement model to a scalable, sustainable system that supports a rapidly growing team and a multi-product suite. The focus is on performance improvement, with success measured by rep output, ramp speed, and meeting conversion, rather than just program delivery. This is a hands-on role for someone with direct SDR experience who can translate leadership priorities into actionable field tactics.

Requirements

Direct experience as an SDR, including running cold calls, building sequences, managing leads, and handling common objections.
Proven ability to build programs that are sustainable and embedded in manager workflows, with success measured by behavior change.
Ability to diagnose specific behaviors driving performance metrics, differentiating between skill and execution gaps.
Experience building automated workflows, AI-assisted tools, or custom systems for sales or SDR use.
Ability to translate organizational priorities into specific, field-ready tactics for SDRs.
Track record of proactively redesigning programs based on data and challenging existing approaches.
High agency and ability to move fast, ship a first version, and iterate based on feedback.
Creativity in designing incentives (SPIFFs) that align with specific behaviors and outcomes.
Experience working in a high-standards, high-velocity environment.

Nice To Haves

Experience at a hyper-growth SaaS company with a complex SDR tech stack.
Background as an AE or SDR manager.
Experience building AI-powered tools or workflows for SDR or sales use.
Familiarity with Ramp's product surface (spend management, AP automation, procurement, treasury).
Track record of building readiness or career development programs that created a pipeline into AE, AM, or management roles.

Responsibilities

Own and redesign the quarterly SDR onboarding program to ensure full productivity by month three, including sales methodology, professional fundamentals, and multi-product qualification.
Create practical resources for SDRs, such as discovery questions, objection handles, and qualifying language.
Design the onboarding program to be sustainable and owned by managers, reinforced in weekly 1:1s.
Build continuous enablement infrastructure, including segment-transition programs (SDR 201) and multi-product readiness tracks for procurement, treasury, and AP personas.
Conduct 2-4 targeted enablement sessions monthly based on field data and emerging needs.
Create lasting behavior change through programs that are sustained over time.
Design, test, and iterate on creative incentives and performance pushes (SPIFFs) aligned with specific behavior changes.
Translate SDR metrics into coachable behaviors for managers.
Develop tooling, frameworks, and data views to help managers diagnose rep performance issues.
Identify and systematically spread best practices from top performers.
Partner with Sales Ops and the data team to build measurement infrastructure for key behaviors.
Build the first structured AI enablement program for the SDR team.
Formalize and spread AI and tooling innovations already happening in the field.
Run tool proficiency programs to ensure SDRs achieve mastery of their tools.
Work cross-functionally to consolidate rep feedback into product and tooling improvements.
Serve as the bridge between leadership priorities, product launches, and SDRs' daily activities.
Own the SDR segment at All Hands meetings, presenting the enablement roadmap and celebrating successes.
Partner with SDR leadership on the strategic program roadmap.

Benefits

Flexible PTO
Unlimited AI token usage
Centralized home-office equipment ordering
Health and wellness stipend
Budget for intra-office travel
Weekly coffee stipend
100% medical, dental & vision insurance coverage for you, with partial coverage for dependents (US)
One Medical annual membership (US)
401(k), including employer match on contributions (US)
Fertility HRA (up to $10,000 per year) (US)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
Pet insurance (US)
In-office perks: lunch, snacks, drinks, and more (US)
Relocation support to NYC or SF (as needed) (US)
Group medical, dental, and vision coverage through Sun Life (Canada)
Life, AD&D, and disability coverage (Canada)
Fertility drug coverage (up to $4,000 lifetime) (Canada)
Group Retirement Plan with employer match (RRSP + DPSP) (Canada)
Employee Assistance Program and virtual care through Lumino Health (Canada)
Private medical insurance through Freedom Elite (UK)
Virtual GP and at-home care via eMed x Livi (UK)
Workplace pension through Penfold, with salary sacrifice option (UK)