Sales Training Manager

Engine • Denver, CO

12h • $104,800 - $145,000 • Hybrid

About The Position

Engine is hiring a Sales Training Manager to help scale its post-onboarding sales skills program across five business units: Travel/Spend, Groups, Supply/Partnership, Omni, and OBT. The existing program is being reworked into a skills- and competency-focused program that helps customer-facing and prospect-facing representatives continue developing after onboarding. The role partners with the other Sales Training Managers and the Director of Revenue Enablement, while coordinating with Revenue Enablement Managers embedded in each business line and other cross-functional teams. The position reports directly to the Director of Revenue Enablement. New-hire onboarding is owned by a separate onboarding team; this role supports onboarding sessions as needed and works with that team to use early-observed skill gaps to shape the ongoing program.

The manager will help design a core competency framework, rework curriculum and skill paths, develop practical skills-based certifications, and create modular materials that business units can tailor. The program is expected to be AI-first, using AI tools to create content, role-plays, practice scenarios, and call coaching at scale. The role also facilitates workshops and practice sessions in person and virtually, supports call coaching and manager reinforcement, and coordinates the program's calendar, cohorts, logistics, communications, enrollment, and cross-business-unit scheduling.

The role supports measurement of participation, certification, competency, behavior change, and business outcomes; gathers certification, call-review, and Salesforce performance data; prepares updates for the Director; and helps improve the program based on results and feedback. It also builds relationships with representatives, managers, and business leaders, recruits internal champions and subject-matter experts, and helps ensure learning and practice tools are adopted. The position is preferably based near Engine's Denver or Chicago hubs, though candidates elsewhere in the US may be considered. Travel is expected about one week per month, in addition to major company events.

Requirements

• At least 2 years of experience in enablement or training.
• Comfort leading groups in person or virtually, including role-plays and coaching sessions.
• Strong organizational skills and ability to manage calendars, cohorts, logistics, and communications across multiple teams.
• Ability to build trust with representatives and leaders across different teams and work with many stakeholders.
• Comfort working with numbers and interest in measuring whether training changes behavior and results.
• Coachability, eagerness to learn sales skills, adult learning, and program design, and ability to act on feedback quickly.
• AI-first mindset and eagerness to use a wide range of AI tools to create scale.
• Willingness to travel about one week per month and attend major company events.
• Ability to collaborate, take a hands-on approach, and deliver results.

Nice To Haves

• Experience in a sales, customer-facing, program management, or project management role.
• Fluency with Salesforce, conversation intelligence tools such as Momentum, and enablement or learning management platforms such as GTMBuddy or LetterAI.
• Prior experience in sales enablement, sales training, or revenue enablement.
• Program or project management or PMO experience, especially coordinating work across several teams.
• Experience building training content, role-plays, or certifications, or working knowledge of B2B sales methodologies such as MEDDPICC, Challenger, or Sandler.
• Background in B2B travel, hospitality, or marketplace businesses.
• Experience carrying a quota or working as a sales representative or account manager.
• Examples of skill practice, role-plays, or coaching content built with AI.

Responsibilities

• Help develop a competency framework defining core skills for customer-facing and prospect-facing representatives and what proficiency looks like at each level.
• Assess and redesign the existing program, including curriculum, skill paths, and certifications, for use across five business units and multiple roles.
• Build and run practical skills-based certifications using role-plays, recorded pitches, and call reviews scored against clear rubrics.
• Create modular content and practice materials that business units can tailor while retaining a consistent core program.
• Use AI tools to create skill content, role-plays, practice scenarios, and call coaching at scale.
• Facilitate in-person and virtual skills workshops, role-plays, and practice sessions for representatives at all tenure levels.
• Use conversation intelligence tools to run call-review and coaching sessions, highlight effective calls, and turn real conversations into practice.
• Develop coaching guides and scorecards to help front-line managers reinforce skills between training sessions.
• Facilitate onboarding sessions as needed in partnership with the onboarding team.
• Coordinate program calendars, cohorts, logistics, communications, and enrollment across go-to-market teams, using AI to support logistics management.
• Coordinate scheduling and program tailoring across business units while keeping requests organized and the core program on track.
• Share ownership, content, and standards with other Sales Training Managers to deliver a consistent experience.
• Collaborate with Revenue Enablement Managers, Product Marketing, Revenue Operations, Product, and the onboarding team.
• Help track program measures, including participation and certification rates, competency scores, call-review behavior changes, and business outcomes.
• Compile certification, competency, call-review, and Salesforce performance data to assess behavior change and business impact.
• Prepare program updates for the Director of Revenue Enablement and share findings to guide decisions about what to scale, fix, or stop.
• Help representatives get value from learning and practice tools and work with the tools and systems team to support adoption.
• Build relationships with representatives, front-line managers, and leaders across business units; engage high performers and managers as champions and subject-matter experts; and gather feedback.
• Keep program work focused on revenue impact and flag requests that could pull it off course.

Benefits

• Competitive base pay tied to role and experience.
• Equity for all employees.
• Some roles may be eligible for bonuses or commissions; the posting notes that annual bonuses may be included depending on the role.
• Hybrid-hub work model, with environments and resources intended to support success.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed