CoLab Software - Technical Enablement Specialist
Requirements
• 3–6 years as a Solutions Engineer or Pre-Sales Engineer who has run hundreds of technical demos. • A direct industry background in mechanical engineering, manufacturing, enablement or product design — you have either worked as a mechanical engineer or sold and supported as an SE within a complex mechanical space (automotive, aerospace, heavy equipment, medical devices, or similar). • Deep, hands-on knowledge of CAD and PLM tools. • A natural aptitude for teaching and coaching — you can break down complex concepts for a non-technical audience without condescension. Formal training experience is welcome but not essential. • Experience building or contributing to technical enablement curriculum, not just delivering it. • A collaborative relationship with Product and PMM — you see yourself as a bridge between the field and the product org. • Excellent communication (written/verbal), facilitation skills, and the ability to break down complex topics to easily train stakeholders. • While it’s not required, it’s an added plus if you also have: • Experience using conversation intelligence tools like Gong or Chorus to support a strong coaching culture. • Experience working at a software-as-a-service company. • The ability to tackle large, ambiguous challenges you haven’t faced before. • Advanced CoLab knowledge across all products. • Familiarity with common sales methodologies (Sandler, Challenger, Command of the Message), MEDDPICC, and the 3 Whys. • Who you’ll partner with: • AE Onboarding Manager — you plug into every AE cohort as the facilitator for technical and demo content; they handle scheduling, you deliver and certify. • Field Enablement Coach — you take the technical objections they surface in call reviews and turn them into curriculum updates or targeted sessions, co-running coaching when an issue is rooted in technical fluency. • Product & PMM — you partner closely to deliver and co-deliver product trainings, translating release notes and positioning into updated demos and certifications within the two-week SLA. • Revenue Excellence leadership — you report certification pass rates and flag reps struggling technically, escalating persistent gaps that may point to a hiring-bar issue.
Responsibilities
• Manage and deliver all industry and mechanical-engineering training for every company new hire — the shared foundation in how mechanical engineers work, how they buy, what they care about, and the terminology that earns (versus loses) their trust. • Own discovery (disco) and demo certification for Account Executives end to end — define the rubric, run live assessments, and withhold sign-off until a rep genuinely passes. No AE runs a discovery call or demos to a customer uncertified. • Build and maintain the industry fluency curriculum, and systematize existing technical onboarding content so it is assessable, measurable, and certified against — not just delivered. • Run live technical coaching sessions for new hires and reps needing remediation — real-time practice and feedback, not only recorded, but including on-demand content. • Establish a certification renewal cycle and keep the curriculum current — refreshed within two weeks of any major product release. • Own product training fluency across the team — work tightly with PMM and the Solutions Engineering team to deliver or co-deliver product trainings, certify reps on new and existing functionality, and follow through to make sure the knowledge sticks. • What success looks like: • Zero AEs run a discovery call or demo with a customer without passing certification — no exceptions. • Industry fluency pass rates are tracked at onboarding and the 90-day mark, and improve cohort over cohort. • Technical curriculum is refreshed within two weeks of any major product release. • All reps are kept up to date on every product release and are fluent in the business value, features, and use cases they need to sell. • Average rubric-based demo quality scores improve quarter over quarter.
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