Sales Enablement Manager

The Role

AirGarage's growth depends on how well our sales team executes - and this role is on the front lines of making that happen.

We are looking for a hands-on Sales Enablement Manager to build and run the day-to-day enablement programs that help our AEs and SDRs ramp faster, sell more effectively, and operate as a cohesive team. You will work directly with our VP of Sales to deliver onboarding, training, content, certification and tooling programs that compound rep productivity over time.

This is not a content librarian or training coordinator role. While you will own the systems and assets, the broader expectation is to own measurable improvements in ramp time, rep productivity, and sales execution.

You will partner closely with Sales Leadership, Revenue Operations, Head of Sales Development, Marketing, and Product to translate sales strategy into the programs, tools, and content that make every rep better.

If you want to build enablement programs from the ground up at a scaling sales org - and grow into a senior enablement leader as we scale - this role offers the chance to do exactly that.

You will:

• Build and run onboarding and ramp programs for new AEs and SDRs
• Operationalize sales methodology (MEDDPICC) into the day-to-day workflows of the sales team
• Create and maintain sales content: battlecards, talk tracks, objection handling, discovery libraries, ROI tools, and call libraries
• Run ongoing training programs tied to specific funnel gaps and business priorities
• Partner with Revenue Operations on Gong, sales tools, and AI capabilities that improve seller productivity
• Support frontline managers with coaching enablement, training, and program delivery
• Build readiness programs for new product launches

Over time, this role will be the foundation of AirGarage's sales execution engine - with real opportunity to grow into a senior enablement leader as the function scales.

What You'll Own

1) New Hire Onboarding & Ramp

Run the onboarding and ramp programs that get every new rep productive faster.

• Build and continuously improve AE and SDR onboarding programs with milestone-based certifications
• Deliver new hire training across product, pitch, prospecting, discovery, demo, and methodology
• Track ramp metrics by cohort and surface what's working and what isn't

Success measured by faster ramp time and stronger early productivity vs. prior cohorts.

2) Sales Content & Playbooks

Build and maintain the content stack that compounds rep productivity.

• Work with Product Marketing to create and own battlecards, talk tracks, objection handling, discovery question libraries, messaging, ROI tools, and call libraries
• Build playbooks for discovery, multi-threading, competitive selling, and late-stage execution
• Maintain a single source of truth for sales content that reps actually use
• Surface top-performer behavior from Gong and turn it into team-wide best practice

3) Ongoing Training & Skill Development

Run a calendar of training programs tied to actual business needs.

• Identify funnel gaps with RevOps and design targeted training to close them
• Run quarterly training calendars covering methodology reinforcement, skill development, and product, pricing, and packaging launches
• Deliver training in formats that stick - workshops, role plays, certifications, async modules
• Tighten the SDR → AE handoff in partnership with Sales Development leadership
• Reinforce training in the field by coaching managers on what to look for in 1:1s and pipeline reviews

Success measured by improvements in the specific funnel metrics each training is designed to move.

4) Sales Tools, Gong & AI

Make the sales tech stack a force multiplier, not a tax.

• Partner with RevOps on Gong, CRM workflows, LMS, and sequencing tools
• Build call libraries, scorecards, and Gong workflows that reinforce methodology and best practices
• Identify and pilot AI tools - call analysis, deal-risk scoring, automated coaching, generative content - that make every rep meaningfully better
• Help administer and roll out new tools with training, certification, and adoption tracking
• Track AE utilization of tools

5) Cross-Functional Partnership

Act as a connective layer across GTM.

Partner closely with:

• VP of Sales on priorities, methodology rollout, and program design
• Head of Sales Development on SDR ramp, outbound playbooks, and handoff quality
• Revenue Operations on tooling, data, and instrumentation
• Marketing on messaging, references, and competitive intelligence
• Product on launches, ensuring sellers are certified before go-live
• Operations on customer handoffs, post-sale best practices, and using insights from launching and supporting customers to sharpen the sales motion

This role helps ensure GTM work turns into revenue.

Who You Are:

Our ideal candidate has:

• 3-5+ years in sales enablement, sales operations, or sales productivity roles
• Hands-on experience building or running an onboarding program at a scaling sales org
• Prior selling experience as an AE or SDR
• Comfortable creating content from scratch - battlecards, playbooks, training decks, certifications
• Familiarity with MEDDPICC or a comparable sales methodology
• Working knowledge of Gong, Salesforce, LMS, sequencing tools, and emerging AI capabilities
• A self-starter who thrives in ambiguous, fast-moving environments
• Strong cross-functional instincts and a desire to grow into a senior enablement leader

Why This Role May Not Be For You

• You want a head-of-function role with a team and budget on day one
• You prefer to set strategy rather than execute on programs hands-on
• You expect a fully built playbook, content library, and ramp program to operate from
• You are not comfortable with content creation, training delivery, or tool administration
• You want to focus exclusively on either AE or SDR enablement, not both
• You prefer pure project management over building durable systems
• You want to inherit a mature function rather than build the foundation

Important Note

AirGarage is a remote-first company, but we also value in-person collaboration to strengthen trust and teamwork. Team members should expect ~6 weeks of travel per year for:

• 2–3 full company offsites, "Remote Weeks"
• Lending a hand to support one new location launch
• In-person onboarding as well as supporting other onboarding sessions for new team members

The rest of the year, team members can work remotely from wherever (US time zones) they're most comfortable as long as they are performing well in their role. Attendance at in-person events throughout the year is expected—if you're not open to traveling ~6 weeks per year for work, our team won't be a good fit for you.

The Upside

• Equity: Have a stake in the business that you're helping to build and grow.
• Work remotely: Live and work wherever you like! We believe in folks working where they are happiest and most productive. We currently hire teammates that are located anywhere within North America.
• Health insurance: We offer health insurance and currently cover 85% of the cost of medical, dental, and vision plans for the primary employee and 50% of the cost of plans for dependents.
• Parental Leave: We offer 12 weeks of fully paid parental leave to all parents to bond with a newly born, adopted, or fostered child. The 12 weeks can be taken as a continuous leave or intermittently over the first 18 months of the child's life.
• Home office setup: Get a laptop + additional equipment needed to set you up for success.
• Time to recharge: We have an