Sales Enablement Manager

We need to output HTML fragment with sections: About the role? Actually the posting includes "About AirGarage" (company description) then "THE ROLE 💼" then "You will:" etc, then "What You'll Own 📊" with subsections, then "WHO YOU ARE: 🦚", then "WHY THIS ROLE MAY NOT BE FOR YOU 🚨", then "IMPORTANT NOTE 🚨" about travel, then "THE UPSIDE 📈 📈" listing benefits. We must use

for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. Thus we need to decide which sections to include: About the role? The posting includes "About AirGarage" (company description). That could be "About the role"? Actually "About the role" is a heading we can use for description of role. But we have "THE ROLE 💼" which is a description of the role. We could map that to

  About the role

  . Then we have responsibilities (the bullet list under "You will:" and "What You'll Own" subsections). Could combine into Responsibilities section. Then we have Requirements/Qualifications/Skills under "WHO YOU ARE: 🦚" and maybe also "WHY THIS ROLE MAY NOT BE FOR YOU". That's more like disqualifiers; but we could treat as Requirements? However we should not invent sections if content is thin. But we have substantive content: "3-5+ years in sales enablement, sales operations, or sales productivity roles", "Hands-on experience building or running an onboarding program at a scaling sales org", etc. That's qualifications. So we can have a

  Qualifications

  with list. Benefits: The posting includes "THE UPSIDE 📈 📈" with equity, remote work, health insurance, parental leave, home office setup, unlimited PTO, 401k, team off-sites, BookGarage, room to grow, transform cities, diverse team. That's benefits. So we can have

  Benefits

  with list. Pay: The posting includes "Compensation Range: $150K - $160K". That's pay. So we can have

  Pay

  with that info. Schedule: Not mentioned explicitly; there is travel expectation (~6 weeks per year). That's not schedule but maybe we could include Schedule? The instruction says never create Pay/Schedule/Benefits sections unless posting actually states them. Schedule not stated; we have travel expectation but not schedule. So we should not create Schedule section. We also have "IMPORTANT NOTE 🚨" about travel. That could be part of Benefits? Or maybe a separate section like "Travel Expectation". But we only allowed headings from list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could incorporate travel note into Benefits or maybe into About the role? Probably better to include under Benefits as a note? But it's not a benefit; it's a requirement/expectation. Could be part of Responsibilities? Not really. Could be part of Qualifications? Not exactly. Could be a separate section but not allowed headings. However we could fold into a

  under Benefits or maybe under About the role? The instruction: "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it." Travel expectation is not minor metadata? It's substantive. But we don't have a heading for it; we could incorporate into Benefits as a note? Might be okay. Alternatively we could create a section "About the role" for company description, then "Responsibilities" for the You will and What You'll Own, then "Qualifications" for WHO YOU ARE, then "Benefits" for THE UPSIDE, then "Pay" for compensation. That seems good. We must not repeat the job title as heading. We'll not include any heading like "Sales Enablement Manager". Good. We need to preserve all substantive information. Let's extract. Company description: "About AirGarage ..." paragraphs. We'll put that under

  About the role

  maybe? Actually About the role is for role description, but we could also put company description there. However the instruction says use headings like About the role, Responsibilities, etc. So we can use About the role for the company overview? Might be weird but acceptable. Or we could treat About the role as the role description (THE ROLE). Then we need another heading for company description? Not in list. Could fold company description into About the role as well (mix). But we need to preserve all substantive info; we can include company description in About the role section. Thus:

  About the role

  AirGarage is on a mission to bring real estate online, starting with parking. ... (the whole About AirGarage paragraph(s) up to before THE ROLE). Then also include the THE ROLE description? Actually THE ROLE is separate heading but we could incorporate into same About the role? Might be redundant. Better: Use About the role for company description, then Responsibilities for role duties, Qualifications for candidate requirements, Benefits for upside, Pay for compensation. Thus we need to extract THE ROLE description (the paragraph after THE ROLE 💼) as part of Responsibilities? Actually THE ROLE describes the role purpose. That could be part of About the role or Responsibilities. We'll put it in Responsibilities as an introductory paragraph. Responsibilities: includes "You will:" bullet list and "What You'll Own" subsections with detailed duties. We'll combine into a

  • list. We need to preserve all bullet points exactly. Let's extract bullet points from "You will:": - Build and run onboarding and ramp programs for new AEs and SDRs - Operationalize sales methodology (MEDDPICC) into the day-to-day workflows of the sales team - Create and maintain sales content: battlecards, talk tracks, objection handling, discovery libraries, ROI tools, and call libraries - Run ongoing training programs tied to specific funnel gaps and business priorities - Partner with Revenue Operations on Gong, sales tools, and AI capabilities that improve seller productivity - Support frontline managers with coaching enablement, training, and program delivery - Build readiness programs for new product launches Then "What You'll Own 📊" includes subheadings: New Hire Onboarding & Ramp - Run the onboarding and ramp programs that get every new rep productive faster. - Build and continuously improve AE and SDR onboarding programs with milestone-based certifications - Deliver new hire training across product, pitch, prospecting, discovery, demo, and methodology - Track ramp metrics by cohort and surface what's working and what isn't - Success measured by faster ramp time and stronger early productivity vs. prior cohorts. Sales Content & Playbooks - Build and maintain the content stack that compounds rep productivity. - Work with Product Marketing to create and own battlecards, talk tracks, objection handling, discovery question libraries, messaging, ROI tools, and call libraries - Build playbooks for discovery, multi-threading, competitive selling, and late-stage execution - Maintain a single source of truth for sales content that reps actually use - Surface top-performer behavior from Gong and turn it into team-wide best practice Ongoing Training & Skill Development - Run a calendar of training programs tied to actual business needs. - Identify funnel gaps with RevOps and design targeted training to close them - Run quarterly training calendars covering methodology reinforcement, skill development, and product, pricing, and packaging launches - Deliver training in formats that stick - workshops, role plays, certifications, async modules - Tighten the SDR → AE handoff in partnership with Sales Development leadership - Reinforce training in the field by coaching managers on what to look for in 1:1s and pipeline reviews - Success measured by improvements in the specific funnel metrics each training is designed to move. Sales Tools, Gong & AI - Make the sales tech stack a force multiplier, not a tax. - Partner with RevOps on Gong, CRM workflows, LMS, and sequencing tools - Build call libraries, scorecards, and Gong workflows that reinforce methodology and best practices - Identify and pilot AI tools - call analysis, deal-risk scoring, automated coaching, generative content - that make every rep meaningfully better - Help administer and roll out new tools with training, certification, and adoption tracking - Track AE utilization of tools Cross-Functional Partnership - Act as a connective layer across GTM. - Partner closely with: VP of Sales on priorities, methodology rollout, and program design - Head of Sales Development on SDR ramp, outbound playbooks, and handoff quality - Revenue Operations on tooling, data, and instrumentation - Marketing on messaging, references, and competitive intelligence - Product on launches, ensuring sellers are certified before go-live - Operations on customer handoffs, post-sale best practices, and using insights from launching and supporting customers to sharpen the sales motion - This role helps ensure GTM work turns into revenue. We need to include all these as list items. Could flatten into a single
    with many
    • . That's okay. Now Qualifications: from "WHO YOU ARE: 🦚". List: - 3-5+ years in sales enablement, sales operations, or sales productivity roles - Hands-on experience building or running an onboarding program at a scaling sales org - Prior selling experience as an AE or SDR - Comfortable creating content from scratch - battlecards, playbooks, training decks, certifications - Familiarity with MEDDPICC or a comparable sales methodology - Working knowledge of Gong, Salesforce, LMS, sequencing tools, and emerging AI capabilities - A self-starter who thrives in ambiguous, fast-moving environments - Strong cross-functional instincts and a desire to grow into a senior enablement leader We could also include the "WHY THIS ROLE MAY NOT BE FOR YOU" as maybe part of Qualifications? But it's more about disqualifiers. Could be included as a note but not required. However we should preserve all substantive information. That section includes bullet points: - You want a head-of-function role with a team and budget on day one - You prefer to set strategy rather than execute on programs hands-on - You expect a fully built playbook, content library, and ramp program to operate from - You are not comfortable with content creation, training delivery, or tool administration - You want to focus exclusively on either AE or SDR enablement, not both - You prefer pure project management over building durable systems - You want to inherit a mature function rather than build the foundation We could include these as a separate section maybe "Not a good fit if". But not in allowed headings. Could fold into Qualifications as a note? Might be okay to add a

      after qualifications list