Senior Manager, Sales Enablement

Ent

1d • Hybrid

About The Position

We're hiring a Senior Manager of Sales Enablement to make Ent's sellers productive faster and keep them sharp as we scale. You'll be our first dedicated enablement hire, reporting to the CRO, and you'll build the function from a blank page: onboarding and ramp, the playbooks for our selling motions, the certification bar, the coaching rhythm, and the measurement that tells us whether any of it worked.
This is a building and facilitating role, not a program-management one. You'll write the material yourself, stand in front of the room and teach it, listen to calls, and sit in on deal reviews. You'll enable people selling a new category into security teams, which means the hard part isn't the feature list — it's teaching a rep to run a conversation about a problem the buyer hasn't named yet. We're looking for someone who has done this in cybersecurity or comparably technical software, and who measures their work in ramp time and win rate rather than in courses delivered.
East Coast candidates preferred.

Requirements

• 5+ years in sales enablement, sales training, or a player-coach sales role, including time owning onboarding and ramp for a quota-carrying team.
• Enabled sellers in cybersecurity or comparably technical enterprise software, and can teach the buyer's world — not just the pitch deck.
• Built a program from scratch rather than administered someone else's: curriculum, certification, ramp plan, and the content behind it.
• Can facilitate. Have stood in front of a room of skeptical quota-carriers and held it, and can tell us how you know the training changed behavior afterward.
• Coached on conversation intelligence — Gong or equivalent — and built the scorecards and review rhythm, not just listened to calls.
• Enabled frontline managers, not only reps, and understand why that's the difference between enablement that sticks and enablement that doesn't.
• Measure work in business outcomes — ramp time, attainment, win rate, conversion — and have killed a program that wasn't moving them.
• Hands-on with AI tooling and can show what has been built with it, whether that's enablement content, role-play and practice, call analysis, or self-serve answers for reps.
• Work well with the people you enable: in deal reviews, listen to calls, and reps come to you because you've been useful.

Nice To Haves

• Carried a quota yourself.
• Been the first enablement hire somewhere, at a company between early traction and scale.
• Enabled more than one segment at once — commercial velocity alongside enterprise — and know how differently they need to be coached.
• Run channel or partner enablement.
• Deployed a sales methodology well enough to have opinions about where it helps and where it gets in the way.
• Worked in or closely with product marketing.

Responsibilities

• Own ramp: Build the onboarding program that gets a new Commercial, Enterprise, or Strategic AE to their first closed deal faster, with a clear 30/60/90 and a certification bar they have to clear before they're in front of a customer alone.
• Write the playbooks for each motion — high-velocity commercial hunting, complex enterprise cycles, and partner co-selling — because what works in a 3,000-person company is not what works in a 40,000-person one, and one generic playbook serves neither.
• Make reps credible with security buyers: the threat landscape, how a CISO builds a budget, how a security team actually evaluates a product, and how to hold a discovery call with a security architect without hiding behind a sales engineer.
• Build the coaching engine on Gong — call libraries, scorecards, review cadence — and coach the frontline managers to run it, so the coaching scales past you.
• Build and maintain the content sellers actually use: discovery guides, objection handling, competitive battlecards, proof-of-value kits, business-case templates, and security questionnaire support — in partnership with product marketing, and retired when it goes stale.
• Own launch readiness. When a product capability, pricing change, or new packaging ships, the field is trained, certified, and equipped before it goes live rather than a month after.
• Enable sales development alongside the AE team — prospecting skills, messaging, call frameworks, and a ramp plan built with the Director of Sales Development.
• Extend enablement to our channel partners, so a GuidePoint or comparable partner seller can tell the Ent story without us in the room.
• Prove it worked. Ramp time to first deal and to full productivity, quota attainment and the percentage of reps at quota, stage conversion and win rate, certification pass rates, content usage — and cut the programs that don't move them.
• Make the team AI-native: teach reps to use AI for research, prep, follow-up, and self-review, and use it yourself to build and personalize enablement faster than a team this size should be able to.

Benefits

• Distributed workplace. While we have positions we hire for in our SF office, we also hire remotely across North America.
• Own a piece of the journey. Every teammate gets meaningful equity on top of their salary.
• We’ve got you covered. 90% of your medical, dental, and vision is paid by Ent. We also cover 75% for your dependents.
• Take the time you need. Our flexible PTO lets you recharge, travel, or just take a breather.
• Family matters. 12 weeks of fully paid maternity leave (birth, adoption, or foster) and 8 weeks fully paid paternity leave.
• Live well. A $100 monthly lifestyle account to spend on what keeps you healthy and happy — fitness, wellness, learning, and more.
• Set up your space. A $500 home office stipend when you join as a remote employee.

What This Job Offers

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