Sales Productivity Manager

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections if posting has real specific content. We need to parse the posting. First, there is a description of Box (company overview). That could be "About the role"? Actually "About the role" is about the job, not company. The posting includes "WHAT IS BOX?" which is company description. That could be considered "About the role"? Not exactly. The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content to those headings. We need to include sections only when posting has real specific content. Let's extract: - About the role: maybe the "WHY BOX NEEDS YOU" and description of mission of GTM Enablement team, role as Sales Productivity Manager. That seems like about the role. - Responsibilities: The bullet list under "What You'll Do". That's responsibilities. - Requirements: The "Who You Are" bullet list (4+ years experience etc.) That's requirements. - Qualifications: Could be overlapping with requirements; but maybe we separate: "Preferred Skills" as qualifications? Actually "Preferred Skills" is separate. The instruction includes Qualifications as a heading. We could put the "Who You Are" as Requirements, and "Preferred Skills" as Qualifications? Or we could combine. But we need to avoid thin sections. Let's see content: "Who You Are" includes required qualifications: 4+ years experience, instructional design instincts, facilitation, knowledge of sales methodologies, experience using coaching tools, project stakeholder management, ability to work at AI-speed, excellent communication, Bachelor's degree. That's required. Then "Preferred Skills": Experience enabling both new business and expansion/renewal sellers, background in adult learning, certification, experience running sales role-play programs, facilitation, curriculum design for skills practice, behavioral assessment, data-driven iteration. Thus we could have Requirements (mandatory) and Qualifications (preferred) or Skills. But we also have a Skills heading. Could map "Preferred Skills" to Skills. And Qualifications could be the required education/experience? Hmm. Better: Use Requirements for mandatory experience/skills. Use Qualifications for education (Bachelor's degree) and maybe certifications? But we have Bachelor's degree in Who You Are. Could treat that as Qualification. But we need to avoid filler. Let's decide: - About the role: company description + role mission (WHAT IS BOX? + WHY BOX NEEDS YOU). Could be combined. - Responsibilities: What You'll Do bullet list. - Requirements: Who You Are bullet list (mandatory). - Qualifications: maybe the Bachelor's degree or equivalent experience? But that's already in Who You Are. Could skip Qualifications if redundant. - Skills: Preferred Skills bullet list. - Benefits: The posting mentions "Box lives its values, with community and in-person collaboration being a core part of our culture. Boxers are expected to work from their assigned office a minimum of 3 days per week." Also mentions equity and benefits eligibility, but not specific benefits. There's also "Box lives its values..." and "At Box, we believe unique and diverse experiences benefit our culture..." and EEO stuff (to remove). There's also mention of "Box is committed to fair and equitable compensation practices. Actual base salary (or OTE if commissionable role) is dependent upon factors such as: knowledge, skill level, experience, and work location. This role is also eligible for equity and benefits. For more information, check out our benefits and perks." That's vague; not specific benefits. So we should not create Benefits section unless specific benefits listed. There's no specific like health insurance, 401k, etc. So we omit Benefits. - Pay: The posting includes "New York City Pay Range: $121,500 USD - $152,000 USD". That's specific pay range. So we can include Pay section with that. - Schedule: The posting mentions "Boxers are expected to work from their assigned office a minimum of 3 days per week." That's schedule info (hybrid). So we can include Schedule section. Thus sections: About the role, Responsibilities, Requirements, Skills, Pay, Schedule. Possibly Qualifications omitted. We must not repeat job title as heading. Not include Job ID etc. We must remove boilerplate: EEO, equal opportunity, scam warning, privacy notices, etc. Also remove duplicated lines. We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep the specifics: e.g., "Design and deliver role-specific, skills-based curriculum for AEs focused on core selling competencies: discovery, qualification, demo delivery, value-based selling, objection handling, negotiation, and account planning." etc. We need to format lists with

• . For prose, use

  . We need to output only HTML fragment, no /, no markdown fences. Let's craft. First, About the role: combine WHAT IS BOX? and WHY BOX NEEDS YOU? Might be long but we need to preserve all substantive info. Could be multiple paragraphs. We'll put

  About the role

  then paragraphs. Content: WHAT IS BOX? Box (NYSE:BOX) is the leader in Intelligent Content Management. Our platform enables organizations to fuel collaboration, manage the entire content lifecycle, secure critical content, and transform business workflows with enterprise AI. We help companies thrive in the new AI-first era of business. Founded in 2005, Box simplifies work for leading global organizations, including JLL, Morgan Stanley, and Nationwide. Box is headquartered in Redwood City, CA, with offices across the United States, Europe, and Asia. By joining Box, you will have the unique opportunity to continue driving our platform forward. Content powers how we work. It’s the billions of files and information flowing across teams, departments, and key business processes every single day: contracts, invoices, employee records, financials, product specs, marketing assets, and more. Our mission is to bring intelligence to the world of content management and empower our customers to completely transform workflows across their organizations. With the combination of AI and enterprise content, the opportunity has never been greater to transform how the world works together and at Box you will be on the front lines of this massive shift. WHY BOX NEEDS YOU The mission of the Global Go to Market (GTM) Enablement team is to empower Box's customer-facing teams with the knowledge, skills, and tools they need to win. As our Sales Productivity Manager, you will sit at the intersection of business strategy, data-driven skill diagnostics, and modern learning design. In this role, you will translate strategic company priorities into practical, high-impact enablement programs for Box Account Executives. Leveraging seller performance data, CRM analytics, and cross-functional partnerships across Sales, Enablement, and Operations, you will build and execute skills-based curricula, world-class onboarding paths, and interactive practice labs. By integrating AI-first tools and establishing rigorous performance benchmarks, you will play a pivotal role in accelerating ramp time, increasing quota attainment, and driving sustained sales excellence across our global teams. We'll put that as maybe two paragraphs. Next Responsibilities:

  Responsibilities

  then
  with each bullet from "What You'll Do". Let's list them: - Seller Productivity curriculum design: Design and deliver role-specific, skills-based curriculum for AEs focused on core selling competencies: discovery, qualification, demo delivery, value-based selling, objection handling, negotiation, and account planning. - Design and deliver AE onboarding. - Lead live training and coaching: Facilitate and deliver instructor-led workshops, virtual skill labs, bootcamps, and reinforcement sessions that emphasize practice, feedback, and behavior change. - Design and administer skill assessments and proficiency checks to measure competency and guide coaching. - Generate consensus: Build consensus and momentum across senior, cross-functional audiences including field leadership and sales operations to diagnose skill gaps using performance metrics, CRM data, call recordings, and seller feedback; prioritize high-impact skills. - Program element creation: Create short-form learning assets to support your curriculum: recorded coaching, video role-plays, microlearning modules, practice scenarios, assessments, and facilitator guides. - Program management: Establish and maintain a training cadence (onboarding, ramp, role progression support, ongoing practice cycles) and ensure consistent delivery across regions and teams managing to timelines, functional priorities, and project plans. - Measure: Define KPIs for training initiatives (ramp time, skill proficiency, call-to-demo conversion, win rates where applicable) and iterate curriculum based on data. - AI-First enablement: Leverage Box AI and modern generative AI tools to 10X the onboarding and sales skills building experience. We need to keep exact phrasing. Ensure no extra. Next Requirements:

  Requirements

  then
  from "Who You Are". Items: - 4+ years in sales enablement, sales training, or related roles in B2B SaaS with direct experience training quota-carrying sellers. - Instructional design instincts: demonstrated success designing and delivering skills-focused learning that improved seller behaviors and measurable performance outcomes. - Strong facilitation and coaching skills: comfortable leading live sessions and conducting role-play–based skills practice. - Knowledge of sales methodologies (e.g., MEDDPICC/MEDDIC, SPIN, Challenger, Command of the Message) and ability to translate methodology into practical seller behaviors. - Experience using coaching tools and sources of truth for skills diagnostics: call recording platforms, LMS, CRM (Salesforce preferred), and enablement analytics. - Project and stakeholder management experience; ability to coordinate across a matrixed organization and multiple regions. - Proven ability to work at AI-speed, in fast-paced, matrixed environments. - Excellent communication skills, both written and oral. - Bachelor’s degree or equivalent experience. We need to keep the dash and content. Next Skills:

  Skills

  then
  from "Preferred Skills". Items: - Experience enabling both new business and expansion/renewal sellers. - Background in adult learning, instructional design, or certification in relevant fields (ATD, CPLP). - Experience running sales role-play programs, certification paths, or coach-the-coach initiatives. - Facilitation, curriculum design for skills practice, behavioral assessment, and data-driven iteration. We could also include "Success metrics (first 6–12 months)" maybe as part of responsibilities? But it's under "Success metrics (first 6–12 months)" after Preferred Skills. That could be considered as expectations; maybe we could add a section "Expectations" but not in allowed headings. Could incorporate into Responsibilities or maybe as a separate section "Goals"? Not allowed. Could treat as part of Responsibilities? It's about success metrics; maybe we could add a separate section "Goals" but not allowed. Better to incorporate into Responsibilities as bullet? But it's not a responsibility; it's expected outcomes. Could add a separate section "Expectations" but not allowed. Since we must only use allowed headings, we could put it under Responsibilities as a bullet? Might be okay but could be considered not a responsibility. However the instruction: "Prefer a few substantive sections over many thin ones." We could add a section "Success metrics" but not in allowed list. So we must either drop it or incorporate into another allowed section. The allowed sections are About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could put success metrics under Responsibilities as a bullet like "Define success metrics for first 6–12 months: shorter ramp time, improved proficiency scores, increased conversion metrics, high adoption and satisfaction." That seems plausible as part of responsibilities (measure). Actually there is already a Measure bullet about KPIs. The success metrics list is similar. We could incorporate them into the Measure bullet. But we must preserve all substantive information; we can't drop it. So we need to include it somewhere. We could add a bullet