runlayer - Product Manager - Learning & Enablement
Requirements
• 5+ years of experience in enablement, sales, customer success, or another GTM role where you built programs that made other people better. • Enablement fundamentals. You've designed onboarding or training programs before and know what separates a program that certifies real skill from one that schedules meetings. • AI-native instincts. You use AI heavily in your own work and have a formed perspective on what enablement should look like in a world of agents. If we ask how you'd use AI to onboard a sales team, you have real answers. • First-principles builder. You don't start from the standard playbook. You start from "what does this person need to be able to do, and what's the fastest honest path there." • Time in the field. You've sold, supported, or sat close enough to revenue to have credibility with the people you're enabling. • Exceptionalism somewhere. Team captain, founder, athlete, world-class Rubik's cube solver. We don't care what it is. We care that you've pushed yourself to be excellent at something. • You carried a quota before moving into enablement. • You've been an early or first enablement hire and built the function from zero. • You've built or shipped something with AI agents, voice agents, or LLM tooling. • You're in NYC or want to be. We'd love this person in the office.
Responsibilities
• Own onboarding end to end. Design, build, and run the program that takes a new hire from signed offer to certified and selling. You own ramp time as a number and are accountable for moving it down. • Evolve our onboarding program. We've taken the first cut: a structured first week built around hands-on labs, certification gates, and real product use. You'll pressure-test it, run it with every cohort, and rebuild it as the product and team grow. • Build AI-native enablement. Conceive and design interactive sessions and voice agents that simulate customer calls, test product knowledge, and pressure-test objection handling. You won't need to write the code yourself, but you'll shape what these agents do, calibrate them against real cohorts, and spot the gaps that keep them from teaching well. • Teach the product by feel, not by slides. New Runners should sell from experience: they've deployed the platform, broken it, governed it, and built with it. You'll keep that principle at the core of everything you ship. • Enable the field beyond week one. Ongoing readiness as we launch new products, enter new segments, and refine positioning. Onboarding is the start; keeping the team sharp is the job. • Grow the scope. GTM is the starting point, not the ceiling. Parts of the program already double as the company-wide layer for every new Runner, and as we scale, this role is positioned to own enablement across the company. • Paid time off — paid vacation, paid sick leave, and paid parental leave. • Professional development — budget for conferences, courses, and certifications in AI, enterprise software, and customer success. • Top-tier equipment — your choice of laptop and accessories to create your ideal work environment. • Health benefits — comprehensive health, dental, and vision coverage. • Customer interaction opportunities — work directly with innovative companies and see the immediate impact of your work. • Not quite the right fit? Reach out to [email protected] [email protected] with details about your experience and interests.
Benefits
• Impact: Every hire we make ramps through your program. As we scale GTM, the speed at which a new AE, SDR, or SE becomes productive is the speed at which the company grows. • Excellence: You'll work directly with our VP of Go-to-Market and Head of Operations, with a mandate to build the most elite onboarding program in enterprise software. • Ownership: This is a build role. You own the content, the calendar, the certification gates, the AI agents that power the program, and the results. • We provide a competitive package designed to attract and retain top talent who can work effectively with enterprise customers.
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