Content & Learning Experience Manager

About the Company

Nexthink is the global leader in Digital Employee Experience (DEX) management software. We provide IT leaders with unprecedented insight, allowing them to see, diagnose, and fix issues at scale impacting employees anywhere, with any application or network—often before employees even notice. As the first solution to enable a shift from reactive problem-solving to proactive optimization, Nexthink empowers over 1,300 customers to provide superior digital experiences to more than 18 million employees. Dual-headquartered in Lausanne, Switzerland and Boston, Massachusetts, we operate with 9 offices and over 1,200 employees across 5 continents.

About the Role

Nexthink's Revenue Acceleration team is hiring a Content & Learning Experience Manager to own the quality, coherence, and pedagogical integrity of everything we build for our GTM organization. This role is ideal for someone who geeks out on how adults actually learn, deeply cares about the craft of instructional design, and can translate complex subject matter—enterprise software, sales methodology, AI-driven workflows—into content that reps actually use and retain. You'll own the content engine across three critical domains: sales methodology, product enablement, and AI playbooks.

Responsibilities

• Content Strategy & Governance
  • Own Nexthink's GTM content library end-to-end—ensuring everything is accurate, current, findable, and built to a consistent standard of quality.
  • Establish and maintain a content governance framework with defined owners, review cadences, and retirement criteria to prevent the library from becoming outdated.
  • Partner with Product Marketing, Product, and Customer Success to ensure content reflects the current product, competitive landscape, and customer narrative.
  • Manage Nexthink's Seismic instance as the content system of record, driving adoption and maintaining a clean taxonomy.
• Methodology Content
  • Build and maintain the curriculum that brings Nexthink's sales methodology to life—from foundational frameworks to deal-stage-specific plays.
  • Translate abstract methodology into concrete tools reps can use in the moment: call guides, discovery frameworks, objection handling matrices, deal review templates.
  • Ensure methodology content is integrated into onboarding, reinforcement programs, and manager coaching—not siloed in a single training event.
• Product Enablement
  • Own the content infrastructure that keeps GTM reps current on Nexthink's platform—including Nexthink Intelligence, Adopt, Amplify, Flow, AI Drive, and new capability releases.
  • Partner with Product and Product Marketing on launch readiness; translate technical depth into rep-ready learning assets that are accurate without being overwhelming.
  • Design content for seven distinct GTM roles—AEs, SEs, CSMs, etc.—tailoring information to each audience's needs.
• AI Playbooks
  • Build Nexthink's library of AI-specific enablement content: how reps use AI tools in their workflow, how to position Nexthink's AI capabilities externally, and how to sell in an AI-forward competitive landscape.
  • Develop playbooks that are practical and durable, avoiding trend-chasing decks that become obsolete quickly.
  • Stay current on the evolving AI tooling landscape and translate relevant developments into rep-ready guidance.
• Learning Experience Design
  • Set and uphold the pedagogical standard for all enablement content—applying instructional design principles to drive retention and behavior change, not just awareness.
  • Audit existing content against that standard; prioritize and lead remediation where quality gaps exist.
  • Champion multimodal learning across the content library: self-paced e-learning, live workshop design, just-in-time reference tools, and manager-led reinforcement assets.

Requirements

• 3+ years in enablement, instructional design, or GTM content development—ideally at a B2B SaaS company with a complex enterprise sales motion.
• Genuine depth in instructional design and adult learning principles; strong opinions about what makes content effective and the ability to defend them.
• Experience building methodology-aligned content—familiarity with frameworks like MEDDIC/MEDDPICC, Challenger, Command of the Message, or similar is a strong plus.
• Strong product acumen: able to learn a sophisticated software platform deeply enough to create accurate, useful content for multiple audience types.
• Hands-on experience with content and LMS tooling—Seismic, Highspot, Docebo, Articulate, or comparable platforms.
• Clear, compelling writer and visual communicator; can produce polished assets as well as direct others to do so.
• Detail-oriented without losing sight of the strategic picture—you care about both the comma and the curriculum arc.
• Familiarity with AI tools in a GTM or productivity context; excited to build the playbook, not just describe it.

Benefits

• Health & Wellness: 100% covered company benefits including health, dental, vision, life insurance, long-term disability, and accidental death/personal loss coverage.
• Time Off: Unlimited paid time off on top of 15 days of holidays, 11 company-paid holidays, and 3 extra days for volunteering.
• Work Arrangement: Hybrid work model balancing office and remote work, with structured onboarding to foster connections and team integration.
• Professional Development: Free access to professional training platforms to explore interests and enhance skills.
• Parental Leave: Up to 16 weeks of paid leave for birthing parents/primary caregivers, 6 weeks for secondary caregivers.
• Retirement: 401(k) plan with up to 4% company matching contributions, vesting immediately.
• Referral Bonuses: Bonuses for referring successful hires after three months of continuous employment.

Pay

Base salary ranges are determined by country, role, level, experience, and skills. The range displayed on each job posting reflects Nexthink’s good faith determination of the minimum and maximum targets for new hire salaries across all US locations. Individual pay is determined by related factors, including job skills, experience, and relevant education or training, which may impact a final offer. Your Talent Acquisition Partner can share more about the specific salary range during the hiring process.