Onboarding Program Manager, GTM

We need to output HTML fragment with sections: About the role? Actually the posting includes "Get to Know Us Horizon3" description, then "What You’ll Do", "What You’ll Bring", "Travel Encouraged", "Perks of Horizon3", "Compensation And Values", "You Belong Here", "Other Duties", "Application Note". We need to use headings for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. However we must only include sections when posting has real specific content. The posting does not have explicit sections named like that; we need to map content to those headings? The instruction: "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we should create those headings if content matches. We need to decide which sections we have content for. We have: - About the role: could be the "Get to Know Us Horizon3" and maybe description of role? Actually "What You’ll Do" is responsibilities. So we can put About the role as overview of company and mission. - Responsibilities: "What You’ll Do" bullet list. - Requirements: maybe "What You’ll Bring" includes experience, skills, etc. Could split into Requirements and Qualifications and Skills. But we need to avoid thin sections. We could combine Requirements and Qualifications into one? But instruction says use those headings if we have content. We could put Requirements under "What You’ll Bring" (experience, skills). Qualifications maybe education? Not present. Skills maybe specific abilities. Better: Use sections: About the role, Responsibilities, Requirements, Benefits, Pay. Possibly Schedule (travel). Travel Encouraged could be Schedule? It mentions travel 20-30%. So we could put Schedule heading with travel info. Benefits: "Perks of Horizon3" includes benefits. Pay: "Compensation And Values" includes base salary range and equity. We should not include sections like Qualifications if not specific. Could combine Requirements and Qualifications? But we need to follow instruction: use those headings for section headings. It says "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't say we must use all; we can use only those that have content. So we can choose which to include. Thus we will output:

About the role

with paragraph describing Horizon3 mission, product, etc.

Responsibilities

with

• list of duties from "What You’ll Do".

  Requirements

  with
  • list from "What You’ll Bring" (experience, skills, etc). Could also include "Travel Encouraged" maybe under Schedule.

    Benefits

    with
    • list from "Perks of Horizon3".

      Pay

      with paragraph about base salary range and equity.

      Schedule

      with paragraph about travel 20-30% to Chicago. We should avoid boilerplate like EEO, application note, other duties, etc. Remove those. We must preserve all substantive information; not invent or summarize away detail. So we need to keep details like specifics: monthly GTM sales bootcamp, role-specific readiness milestones, manager reinforcement, etc. For responsibilities we need to capture all bullet points from "What You’ll Do". Let's extract them: From "What You’ll Do" paragraph after "This includes onboarding quota carriers across Commercial, Mid-Enterprise, and Enterprise sales, as well as SDRs, and, over time, extending the program to Sales Engineers, Customer Success, and other customer-facing teams." Then list: - Owning the end-to-end GTM onboarding and ramp program from pre-boarding through the first 90 days, including role-specific readiness milestones and manager reinforcement. - Designing and continuously improving onboarding paths for Commercial, Min-Enterprise, and Enterprise sellers, SDRs, and, over time, Sales Engineers, Customer Success, and other customer-facing teams. - Owning and evolving the monthly GTM sales bootcamp as a central component of the broader onboarding experience, including curriculum, certification, facilitation, logistics, onsite execution, and post-program follow-up. - Connecting pre-work, bootcamp, role onboarding, manager-led reinforcement, field application, and post-bootcamp ramp into one cohesive experience. - Establishing clear learning objectives, role expectations, certifications, readiness checkpoints, and success measures for each audience. - Equipping managers with practical reinforcement plans, coaching resources, and visibility into what new hires have learned and what they need to apply on the job. - Partnering with Sales, RevOps, Product Marketing, Enablement, People, and subject matter experts to keep onboarding aligned to business priorities, product changes, sales methodology, segment needs, and observed skill gaps. - Creating and maintaining participant guides, learning materials, resource hubs, facilitator plans, communications, and repeatable playbooks. - Measuring onboarding effectiveness through certification, readiness, manager feedback, new-hire feedback, ramp performance, time to productivity, and other business outcomes. - Using quantitative and qualitative data to identify where new hires are succeeding, where they are struggling, and where the onboarding experience needs to improve. - Building scalable systems for cohort planning, communications, registration, scheduling, completion tracking, reporting, and program operations. - Managing the participant and event experience for bootcamp and other onboarding programs, including speakers, travel, lodging, meals, venues, vendors, and onsite logistics. - Creating a consistent, high-quality onboarding experience while adapting the content and support model to the needs of different roles, segments, and regions. That is many items. Now Requirements from "What You’ll Bring": - 5+ years of experience in sales enablement, onboarding facilitation, learning and development, program management, event/program operations, or a related field. - Experience owning recurring, multi-day onboarding, bootcamp, academy, training, or enablement programs from planning through onsite execution. - Exceptional program management skills with the ability to manage multiple work streams, stakeholders, vendors, timelines, dependencies, and deadlines simultaneously. - Strong operational and logistical skills with experience coordinating travel, hotels, venues, catering, events, speakers, communications, calendars, and onsite experiences. - Comfort being highly hands-on—you are equally willing to build the program plan, coordinate an executive speaker, troubleshoot a hotel issue, and make sure the room is ready before the first session starts. - Strong attention to detail and the ability to anticipate what could go wrong before it becomes an issue. - Experience supporting a high-growth B2B sales or GTM organization; cybersecurity, SaaS, or technical product experience is preferred. - Understanding of how GTM roles such as SDRs, AEs, SEs, Customer Success, and sales managers operate and how their onboarding needs differ. - Ability to turn complex business, product, and sales concepts into clear and practical learning experiences. - Strong facilitation and communication skills and comfort engaging with both new hires and senior leaders. - Experience partnering with executives, senior leaders, and subject matter experts to develop and deliver programming - Ability to create structure, repeatability, and clear ownership in a fast-moving environment - A learner-first and experience-focused mindset combined with a strong focus on business outcomes and speed to productivity. - Comfort using data and feedback to assess program effectiveness and make changes quickly. - Excellent written and verbal communication skills. - Ability to operate independently, make sound decisions, and move programs forward even when every detail has not yet been defined. - Experience with LMS, enablement, sales productivity, event management, or learning technology platforms is a plus. - Experience building programs across multiple geographic regions or distributed teams is a plus. We should keep all. Benefits from "Perks of Horizon3": - Inclusive Team: We value diversity and promote an inclusive culture where everyone can thrive. - Growth Opportunities: Be part of a dynamic and growing team with numerous career development opportunities. - Innovative Culture: Work in a collaborative environment that encourages creativity and out-of-the-box thinking. - Hybrid & Remote Work: We embrace a mix of remote and hybrid work models depending on role and location, including our Chicago office, where some roles require regular in-office presence. - Competitive Compensation: We offer competitive salary, equity and benefits. Our benefits include health, vision & dental insurance for you and your family, a flexible vacation policy, and generous parental leave. Note: Competitive Compensation overlaps with Pay section; but we can still list benefits. Pay from "Compensation And Values": - Base salary range: $115,000 - $150,000 annually. The exact salary will be determined based on the selected candidate’s location, qualifications, experience, and relevant skills. - Additional compensation: All full-time roles are eligible for an equity package in the form of stock options. Schedule from "Travel Encouraged": - This role will require regular travel to Chicago to lead our monthly GTM bootcamp, in addition to occasional GTM meetings, QBRs, or company events. Candidates should expect approximately 20–30% travel depending on program cadence and business needs. Now About the role: from "Get to Know Us Horizon3" paragraph(s). Let's capture: "Horizon3 is a fast-growing, remote cybersecurity company dedicated to the mission of enabling organizations to proactively find and fix and verify exploitable attack vectors before criminals exploit them. Our flagship product, the NodeZeroTM platform, delivers production-safe autonomous pentests and other key assessment operations that scale across the largest internal, external, cloud, and hybrid cloud environments. NodeZero has been adopted by organizations of all sizes, from small educational institutions to government agencies and Global 100 enterprises. It is used by ITOps/SecOps teams, consulting pentesters, and MSSPs and MSPs. We are a fusion of former U.S. Special Operations cyber operators, startup engineers, and formerly frustrated cybersecurity practitioners. We're committed to helping solve our common security problems: ineffective security tools, false positives resulting in alert fatigue, blind spots, "checkbox” security culture, cybersecurity skills shortage, and the long lead time and expense of hiring outside consultants. Collectively, we are a team of learn it alls, committed to a culture of respect, collaboration, ownership, and results." We can put that as About the role. Now we need to output HTML fragment only, no markdown fences. Use

      for each section heading, then content: either

      for prose or

      • for lists. We must not repeat job title as heading; we aren't. We must not include Job ID/requisition numbers; none. We must remove boilerplate: EEO, equal opportunity, scam warning, application note, other duties, etc. Already omitted. Now ensure we don't create sections with filler like "commensurate with experience". Not present. Now produce HTML. Let's structure:

        About the role

        Horizon3 is a fast-growing, remote cybersecurity company dedicated to the mission of enabling organizations to proactively find and fix and verify exploitable attack vectors before criminals exploit them. Our flagship product, the NodeZeroTM platform, delivers production-safe autonomous pentests and other key assessment operations that scale across the largest internal, external, cloud, and hybrid cloud environments. NodeZero has been adopted by organizations of all sizes, from small educational institutions to government agencies and Global 100 enterprises. It is used by ITOps/SecOps teams, consulting pentesters, and MSSPs and MSPs. We are a fusion of former U.S. Special Operations cyber operators, startup engineers, and formerly frustrated cybersecurity practitioners. We're committed to helping solve our common security problems: ineffective security tools, false positives resulting in alert fatigue, blind spots, "checkbox” security culture, cybersecurity skills shortage, and the long lead time and expense of hiring outside consultants. Collectively, we are a team of learn it alls, committed