Senior Director, Enablement and Education Content Development

We need to output HTML fragment with sections for headings where content exists. Must not repeat job title. Must not include Job ID etc. Must remove boilerplate like EEO, etc. Must include only sections with real specific content. We need to parse the posting and extract sections: About the role? Actually there is "About The Team", "Your Role", "What You Will Bring", "Work Arrangement", "Pay Transparency". Also maybe "Benefits" is mentioned in Pay Transparency paragraph (benefits). Also "Schedule"? Not explicit schedule but work arrangement includes hybrid/remote and travel. Could treat as "Work Arrangement" heading. We must not create sections with filler like "Pay" if not specific numbers. Pay Transparency includes placeholder "$ and $". That's not specific numbers; it's placeholder. According to rules: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD"). So we should not create a Pay section because the pay range is not specified (just placeholders). So we omit Pay. Benefits: The Pay Transparency paragraph mentions benefits: "total compensation package may also include other elements, including a sign-on bonus, restricted stock units, and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave)". That's specific enough? It mentions benefits but not detailed list. It's still somewhat generic but mentions specific benefit types. Might be acceptable to include a Benefits section with that info. However rule: Prefer a few substantive sections over many thin ones. Could include Benefits. Schedule: Work Arrangement includes hybrid/remote, travel 25%, office days if within 50 miles. That's schedule info. Could create a Schedule section. We must not include application instructions, deadline, etc. The posting includes "Our application deadline is 40 days from the date of posting." That's application instruction/boilerplate; remove. Also "If hired, employee will be in an “at-will position”..." that's legal boilerplate; remove. We must preserve all substantive information. So we need to keep details about role, responsibilities, qualifications, etc. Let's extract content: - Intro paragraph: "Hungry, Humble, Honest, with Heart. The Opportunity We build learning content in three places today, for three audiences, with three sets of practices. Nutanix is looking for a Head of Content Development to bring them together into one team, one craft, and one catalog. That catalog is genuinely complex. Technical courses and hands-on labs for customers. Sales and partner programs. The assessments and lab-based validations that show whether someone can actually do the thing. Job aids, reference material, playbooks, and the many useful things that are not courses at all. Different audiences, different formats, different shelf lives, one bar for quality. The hard part is not the merge on paper. It is working out honestly where these audiences are better served together and where they genuinely need specialization. One view of the catalog, one toolchain, and one set of standards will serve all of them. A customer learning a platform, a seller preparing for a conversation, and a partner engineer building a practice do not need the same things, and pretending otherwise produces content that suits nobody. Getting that judgment right is the job. The team is lean and will stay lean, which makes this a role about leverage rather than volume. The way we get more is by building better systems: a catalog people can navigate, a taxonomy that holds, processes that let subject matter experts and the field create and curate without waiting in a queue, and a toolchain that has moved on considerably in the last two years. We are already prototyping agentic authoring so a Nutanix expert can build a course without instructional design training. Where that goes next is substantially yours to decide, and the opportunity is to fundamentally change the pace, quality, and utility of enablement content for a wide range of users." That's the overview; could be placed under a section like "About the role" or maybe not needed as separate heading? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We can choose appropriate headings. The overview could be under "About the role". But we also have "About The Team" heading in the posting. We could use that as a section heading. However we need to decide which headings to emit based on content. We have sections in posting: "About The Team", "Your Role", "What You Will Bring", "Work Arrangement", "Pay Transparency". Also maybe "Benefits" within Pay Transparency. We should not create headings for sections that have only placeholder/filler. Pay Transparency has placeholder pay range; we should omit Pay section. Benefits we could include. Thus we will output:

About the Team

with content from that section.

Your Role

with content.

What You Will Bring

with content.

Work Arrangement

with content.

Benefits

with content from Pay Transparency about benefits. We must not include the introductory overview? It could be part of About the Team or Your Role? Actually the overview before About The Team is general opportunity description. Could be included under About the Team or maybe a separate "About the role". But we already have About The Team heading; we could prepend the overview to that section. Thus About the Team section will include the overview paragraph plus the About The Team paragraph. Let's extract About The Team paragraph: "About The Team You'll join Customer Education and Revenue Enablement and report to the VP, whose remit spans enablement of sales, SE, and renewals, customer education, and partner enablement. You'll lead the consolidated content development function, with leads across the technical, sales and partner, and non-course areas. You are a service to the rest of Enablement and Customer Education and a standard-setter for it, and both halves matter. You work closely with Product Management and Product Marketing to have clear line-of-sight into what solutions and products are relevant to the various audiences. Global role-based enablement, partner enablement, customer education, and the regional teams inform you on what the field needs and what must be assessed. You decide how it gets built, to what standard, and in what order, and you are the one who says when a request should not become a course at all. Three boundaries are worth knowing before you start. Technical certification sits with our Director of Certification, because an externally weighted credential carries requirements a content team should not be casually absorbing. You will work closely together and share a great deal of source material, but the certification is theirs. Credentialing is part of our Nexus community work and sits with that team. And our digital experience, internal tools, and AI platforms sit with another leader. You decide what the content and taxonomy need to be, and you'll work in step with them so it is executed well in the systems we actually run on." We'll include that. Your Role section: extract bullet-like paragraphs after "Your Role". It's a long paragraph with many responsibilities separated by periods. We'll keep as prose within

. Could also break into

• for list of duties? The instruction: Use
  • for any list of duties/requirements/benefits. The Your Role section contains a series of responsibilities separated by periods; could be turned into list items. Better to make a list. Let's parse responsibilities: - Bring three content practices into one. Merge the sales, partner, and customer education development teams into a single function with shared standards, shared tooling, and a shared definition of done. - Decide deliberately where consolidation genuinely helps and where an audience needs specialized treatment, and be able to explain the difference rather than defaulting to either. - Design and execute on an effective and efficient organization structure and operating model. - Own the catalog and the taxonomy behind it. Know what exists, what it costs to maintain, what is current, what is used, and what should be retired. Own the taxonomy, tagging, metadata, and lifecycle model that make the catalog navigable by people and usable by the systems that surface it. - Own coverage, in lockstep with the people who own need. Work with role-based enablement, delivery, partner enablement, customer education, and the regional leads to make sure the catalog covers what the business actually requires. Bring a point of view on the gaps rather than waiting for the requests, and be willing to say when a request is not the highest and best use of a lean team. - Build the assessments. Role-based enablement and customer education define what must be assessed and to what standard. You build the instruments: knowledge checks, scenario assessments, and the hands-on labs that demonstrate capability rather than recall. Own their quality and their currency. Partner with Technical Certification to build an assessment catalog that is valuable and demonstrates job-readiness. - Make the field able to create, curate, and share. Build the content management processes, templates, review paths, and governance that let subject matter experts and regional teams contribute without a central bottleneck and without the catalog degrading. Enabling contribution is easy. Enabling contribution while quality holds is the job. - Stay ahead on tooling. Authoring, video, labs, simulation, and AI-assisted development are moving quickly. Know what is real, pilot deliberately, adopt what earns its place, and retire what does not. Work with the digital experience and AI function so what you choose fits the platforms we run on. Our agentic authoring work is live and needs an owner with a strong point of view. - Get more from a lean team. Prioritize ruthlessly, standardize what repeats, and reserve custom development for the work that genuinely warrants it. Be explicit about what you are not doing, so the answer is visible rather than silent. - Lead and develop the team. Bring together people who have worked to different standards, set one bar, and build the leads underneath you into owners of their areas. We'll make each as
  • . What You Will Bring section: extract bullet-like paragraphs after that heading. Content: - Deep experience leading content or curriculum development at scale, across more than one audience type, including technical content and hands-on labs. - Experience merging teams or practices, and the people leadership that goes with a change nobody asked for. You will be combining three groups with different standards, different stakeholders, and different views on who was doing it right. - Catalog and taxonomy discipline. Tagging, metadata, versioning, currency, and retirement, run as an operating practice rather than an annual cleanup. This is the capability most often missing in otherwise strong candidates. - A record of getting more out of a small team through systems, standards, and prioritization rather than through heroics. - Assessment design experience, including performance-based and lab-based validation rather than knowledge checks alone. - Genuine currency with the modern content toolchain, including AI-assisted authoring, and the judgment to tell a real capability from a demonstration. - Experience building contribution and governance models that let people outside the team create content without degrading the catalog. - The ability to say no well, to stakeholders who each believe their request is the priority, and to keep the relationship. - A combination of customer-facing education experience; partner or channel content experience; localization at scale; experience working alongside a certification or credentialing function. - Willingness to travel internationally, approximately 25%. We'll make each as
  • . Work Arrangement section: content: "This role can be remote or in a hybrid capacity. If remote, the role will require frequent travel to San Jose or Raleigh Durham. Should the role be within 50 miles of a Nutanix office, it will require coming into an office a minimum of 3 days per week. Additional team-specific guidance and norms will be provided by your manager." We'll put as

    . Benefits section: from Pay Transparency: "The total compensation package for this position may also include other elements, including a sign-on bonus, restricted stock units, and discretionary awards in addition to a full range of medical, financial, and/or other benefits