Senior Manager, Competitive Intelligence and Strategy

The Role

As a Revenue Enablement Senior Manager focused on competitive intelligence, you will own the strategic direction and operating rhythm for competitive enablement across Navan’s GTM organization. You will synthesize a broad range of market, buyer, product, and field signals into an actionable competitive strategy—deciding where to focus, what to solve first, and how to mobilize the organization around the opportunities that matter most.

You will partner closely with Sales, Product Marketing, Product, Revenue Operations, and Enablement leaders to build shared context and durable alignment. Your work will make complex competitive dynamics clear and useful: translating them into practical messaging, learning experiences, and tools that sales teams can absorb quickly and apply consistently in live customer conversations.

What You’ll Do

• Set competitive strategy and direction: Develop and evolve Navan’s competitive enablement strategy, connecting company priorities, market shifts, buyer needs, product strategy, and field realities into a clear, scalable point of view.
• Lead the competitive intelligence system: Build a rigorous, continuous intelligence motion that combines field insight, win/loss themes, customer feedback, market research, product signals, and competitor activity to identify patterns, risks, and opportunities ahead of the market.
• Prioritize for impact: Assess competing requests and signals, make thoughtful tradeoffs, and focus cross-functional effort on the highest-value initiatives, pivotal deals, emerging threats, and strategic growth opportunities.
• Influence cross-functional stakeholders: Align senior leaders and working teams across GTM, Product Marketing, Product, and Enablement around shared priorities, decisions, and execution plans—balancing differing perspectives while maintaining forward momentum.
• Translate insight into field-ready enablement: Convert nuanced competitive and market information into clear, compelling battlecards, talk tracks, objection-handling guidance, deal plays, manager coaching resources, and learning content that sellers can confidently put into practice.
• Design high-adoption learning experiences: Create and deliver training that makes complex concepts easy to understand, remember, and use—tailoring content and facilitation for sellers, managers, and leadership audiences.
• Enable critical customer moments: Partner with deal teams and leaders to provide strategic perspective, messaging, and practical guidance when competitive dynamics are especially consequential, while feeding lessons learned back into the broader program.
• Measure and evolve the program: Define success measures, monitor adoption and effectiveness, and use qualitative and quantitative feedback to improve content, training, positioning, and program focus over time.

What We’re Looking For

• 7–10 years of experience in competitive intelligence, revenue enablement, product marketing, sales, strategy, or a related GTM role.
• Demonstrated experience defining strategy and then translating it into programs, training, and tools that change seller behavior and improve field readiness.
• A strong understanding of B2B competitive dynamics , positioning, buyer decision-making, and the ways product, market, and sales motions intersect.
• Experience partnering with senior stakeholders and managing multiple, sometimes competing priorities across cross-functional teams.
• Exceptional synthesis, writing, and facilitation skills, with a track record of making complex subjects understandable and actionable for varied audiences.
• Sound judgment, curiosity, and a bias toward action —able to bring structure and clarity when priorities are evolving or information is incomplete.
• Experience in a high-growth, high-change environment is strongly preferred.
• Strategic judgment: Sees the full competitive landscape, recognizes meaningful patterns amid incomplete information, and connects individual signals to longer-term business implications.
• Executive and stakeholder influence: Builds credibility with senior audiences, frames decisions clearly, and brings diverse partners to alignment around a common path forward.
• Clarity from complexity: Distills sophisticated market, product, and competitive information into concise narratives, practical frameworks, and persuasive field guidance.
• Program leadership: Creates structure across multiple workstreams, stakeholders, and deadlines; anticipates dependencies; and keeps important work moving with sound prioritization.
• Sales enablement craft: Knows how to turn strategy into usable sales behavior through well-designed messaging, content, reinforcement, manager coaching, and training.
• Competitive intelligence expertise: Understands how to gather, validate, synthesize, and apply intelligence in a B2B GTM environment—while maintaining a balanced view of the market and buyer.
• Tool proficiency: Comfortable using Google Workspace, LMS tools, enablement platforms such as Seismic, and systems that support research, content management, and program measurement.

The posted pay range represents the anticipated low and high end of the compensation for this position and is subject to change based on business need. To determine a successful candidate’s starting pay, we carefully consider a variety of factors, including primary work location, an evaluation of the candidate’s skills and experience, market demands, and internal parity.

For roles with on-target-earnings (OTE), the pay range includes both base salary and target incentive compensation. Target incentive compensation for some roles may include a ramping draw period. Compensation is higher for those who exceed targets. Candidates may receive more information from the recruiter.

Pay Range

$123,750—$215,000 USD

Navan uses AI-assisted Automated Employment Decision Tool (Metaview) to assist with evaluating resumes against job qualifications for this role. All final decisions are made by human recruiters and hiring managers.

Human oversight: Metaview does not automatically reject candidates or make final hiring decisions. Our recruiters and hiring managers review all outputs and make the final hiring decision regarding every application.

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