Sales Enablement

Metaprise • New York, NY

2d • Onsite

About The Position

Let's be direct. Most sales enablement roles exist to maintain a library and run onboarding. This one doesn't. Metaprise is entering a category that doesn't have a playbook yet. The buyers are sophisticated. The product is technical. The sales motion is still being written in real time — by the people doing it. And the gap between a rep who can navigate that and one who can't is measured in deals, not in training scores. That's the problem this role exists to close. You're not here to manage a content folder. You're here to build the intellectual infrastructure that lets a high-performing GTM team move faster, land harder, and win deals that require more than a good pitch.

You are the connective tissue between what the market is telling us and how the team shows up in every conversation. Build the messaging architecture from the ground up. There is no inherited deck, no approved talk track, no legacy positioning to maintain. You'll work directly with the CEO and GTM lead to develop the frameworks — the narratives, the objection maps, the persona playbooks — that turn a technically complex product into something a CRO, a Head of AI, and a Chief Risk Officer all walk away understanding differently and equally compelled by. Own the content that does work in deals. Not content for its own sake. One-pagers that answer the question a CFO actually asks. Battle cards that address the comparison a prospect is already running. ROI frameworks that make the business case concrete. Technical explainers that earn respect in architecture reviews. You'll know the difference between content that accelerates a deal and content that fills a drive. Instrument how the team is performing and why. You track where deals stall, where objections surface, where messaging lands and where it doesn't. You use that to continuously sharpen what goes into the field — not on a quarterly content calendar, but in response to what the market is actually doing. Run onboarding that compresses ramp time. When we bring on new GTM hires, you're the reason they're dangerous faster. You build the onboarding curriculum — product knowledge, competitive landscape, persona fluency, live deal simulation — that gets someone from hired to contributing in the shortest defensible window. Be the feedback loop between field and product. You're sitting at the intersection of what the market is asking and what we're building. When a pattern emerges — a repeated objection, a gap in the story, an emerging use case — you translate it into something the product and GTM teams can act on.

Experience matters less than instinct. The best person for this role might have three years in and have built something that worked — or eight years and a track record of doing it at scale. What we care about is what you've actually built and what it produced.

You're in a debrief with the GTM lead after a deal stall, mapping exactly where the conversation broke down and what asset or framework would have changed that. You're building a new persona playbook for the Chief Risk Officer buyer — what they fear, what they need to see, what objection they'll raise and when. You're running a two-hour session with a new AE, walking through the product narrative, the competitive landscape, and live deal simulation. You're reviewing a deck that went into a major financial institution last week and rewriting the slide that didn't land.

You're not inheriting someone else's program. You're building the one that this company runs on for the next decade. That's a different kind of work — and a different kind of credit. Direct exposure to how enterprise AI deals actually get won. You'll be close enough to every major deal to understand what's working and why. The pattern recognition you build here doesn't exist in a conventional enablement role. A path to leadership. As the GTM function scales, this role scales with it — into a Head of Enablement or a VP of Revenue Operations seat, depending on where the business needs the most leverage. We don't bring people in for a job. We bring them in for a career.

This role is for someone who is uncomfortable watching the team leave value on the table because the story wasn't sharp enough or the asset wasn't ready. If that friction energizes you — if you'd rather build the thing that fixes it than document that it's broken — this is your seat. If you need a mature program, an established content library, and a clearly scoped function before you can operate at full speed, we're not the right fit yet. Different stages need different strengths.

Requirements

• Bachelor's degree or above.
• Experience in a sales enablement, GTM strategy, or revenue operations role — ideally inside an enterprise tech or infrastructure company where the product required real explanation and the buyers were technical.
• You've built content, run programs, and tracked whether they moved outcomes.
• You've built messaging for a technical product and you know the difference between a story that sounds good in a room and one that actually shifts a decision.
• You write well. Not polished-for-polished's-sake — clearly, specifically, in the language of the buyer you're targeting. You can write a one-pager a CFO will read and a technical brief an infrastructure architect won't dismiss.
• You use data to drive decisions about what to build next. You know which metrics tell you whether enablement is working and which ones are just activity.
• You're close enough to the field to understand what the team needs before they ask for it — and far enough back to see the pattern they can't see themselves.
• You operate with urgency. Content that takes six weeks to produce misses the deals it was built to support. You move fast, ship things that are good enough to be useful, and iterate from there.

Responsibilities

• Build the messaging architecture from the ground up.
• Own the content that does work in deals.
• Instrument how the team is performing and why.
• Run onboarding that compresses ramp time.
• Be the feedback loop between field and product.

Benefits

• Competitive compensation with real upside. Tied to what the team produces, because you're a direct input to that.
• Competitive base with performance-tied upside.
• Details discussed during the process.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level