Senior Revenue Enablement Manager

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes mission description, role description, responsibilities (What You'll Own), requirements (What We're Looking For), maybe qualifications (same as requirements). Skills maybe from requirements. Benefits, Pay, Schedule not mentioned. So we should not include those sections. Also we need to avoid repeating job title. No Job ID. Remove boilerplate like mission statement? The "Why Rogo" part is mission; could be considered About the role? Actually "About the role" could be the mission and description of role. We'll include an About the role section with the mission paragraph and maybe the role overview. Then Responsibilities: list of bullet points from "What You'll Own". Then Requirements/Qualifications: from "What We're Looking For". Skills maybe separate but we can combine. Since we need to prefer few substantive sections over many thin ones, we could have About the role, Responsibilities, Requirements. Possibly also Qualifications separate but similar. We'll include Requirements and maybe Skills as separate if distinct content. The posting includes "Must have 6+ years..." etc. That's requirements. Also "Nice to have" could be separate but it's optional; we could include as part of Requirements or separate "Preferred Qualifications". But we need to avoid thin sections. Could combine Requirements and Qualifications into one section titled Requirements. Or we could have Requirements and Qualifications separate if there is distinct content: "What We're Looking For" includes must-have and nice-to-have. Could split into Requirements (must-have) and Qualifications (nice-to-have). But that might be thin. Better to have one Requirements section covering both must and nice-to-have. Skills maybe part of requirements. So we will output:

About the role

mission paragraph + role overview

Responsibilities

• ... each bullet from What You'll Own

Requirements

• ... must-have and nice-to-have items

We must preserve all substantive information, not invent or summarize away detail. Need to include all bullet points from What You'll Own and What We're Looking For. Let's extract. About the role: The mission paragraph: "Why Rogo Our mission is to transform global finance by empowering professionals at the world's top investment banks, private equity funds, and investment firms with AI that delivers unparalleled speed, accuracy, and insight. We're not just improving financial workflows; we're redefining them. This is a unique opportunity to join a generational company driving transformation in one of the most important industries in the world. With a rapidly growing, global client base, proven product-market fit, and backing from world-class investors, we are scaling quickly and defining a new category of enterprise AI. Our team is sharp, motivated, and deeply committed to Rogo’s mission. We take ownership of complex problems and stay relentlessly focused on our users. If you thrive in a fast-paced environment, demand excellence, and want to help build the future of finance, we invite you to join us." Then role description: "The Role Revenue Enablement at Rogo owns three pillars: Time to Revenue (onboarding and ramp), GTM Productivity (training, process, coaching), and Sustained Success at Scale (infrastructure, alignment, change management). You will join a small, high-leverage team and must be able to run every one of those programs independently, end to end, with a particular focus on building out Post-Sales enablement as the org continues to scale. This is not a content or LMS-administration job. You will co-own Ramp cohorts of new hires across every role, certify reps and managers on new frameworks, and build and maintain the AI-powered systems that enable a lean team to do the work of many. You will be the face of Enablement to Post-Sales, Product and our global teams." We can combine into About the role paragraph(s). Use

for prose. Responsibilities: from "What You'll Own" bullet points: - Onboarding & Ramp (Time to Revenue) * Run the Ramp program end to end for every GTM role, with role-specific multi-week tracks for pre-sales, post-sales, and SDRs and new cohorts starting monthly. * Own the day-to-day machinery: calendar, instructors, content, daily new-hire recaps, weekly manager updates, and instructor heads-ups. * Track and report ramp against time-to-productivity milestones by cohort, role, and manager, and step in when someone is off-track. * Extend and evolve tracks as new roles and regions are added and as the product changes. - Certification & Skills (GTM Productivity) * Own the certification program for reps and managers: pitch and demo certifications and our value-selling framework, including scoring rubrics, cohort scheduling, and re-certification cadence. * Run and continually tune our AI role-play tooling so certification means “can say it correctly, under pressure, on demand” — not “sat through the training.” * Turn conversation-intelligence and call data into coaching: automated post-call feedback, deal-review insights, and targeted skill sessions with front-line managers. - GTM Communications & Rhythm of the Business * Run recurring department and company-wide sessions, ensuring they are effective uses of time that drive alignment, change management and impact. * Own reporting on ramp progress by role with a focus on the Post-Sales organizations. * Plan and deliver Sales Kickoff and other GTM-wide moments. - Enablement Systems & AI Infrastructure (Sustained Success at Scale) * Own and extend the internal systems that make a lean team possible: GTM knowledge hubs, rep performance dashboards, a governed content management system, certification and role-play apps. * Build new internal tools yourself using AI-assisted development. * Treat the automations that keep the rhythm running as production systems: monitored, documented, and handed off cleanly when someone is out. - Cross-Functional Leadership * Lead change management for new sales methodology, process, and tooling rollouts across a fast-growing global GTM org. Also "What Success Looks Like" maybe could be part of Responsibilities? It's about expectations; could be included but not required. Might be considered part of Responsibilities or maybe separate section but we can include as part of Responsibilities as bullet points. What Success Looks Like: - 90 days: Every program above runs at the same quality whether or not the enablement lead is in the building. - 6 months: You independently own multiple ramp cohorts start to finish, a full certification cycle, and are a trusted partner to Post-Sales leaders and reps. We could include as responsibilities. Now Requirements: from "What We're Looking For": - Must have 6+ years in revenue / sales enablement, sales operations, or a quota-carrying or GTM leadership role at a high-growth B2B technology company, including at least one period scaling through ~100 to 500+ employees. - Proven ownership of a full onboarding and ramp program for multiple GTM roles. - Experience designing and running certifications and coaching programs tied to a sales methodology (MEDDPICC, value-selling frameworks, or similar) and to real revenue metrics. - Confident presenter and facilitator who can run a room of 100+ sellers weekly and write clearly and briefly. - Fluent in AI tools, conversation intelligence, LMS, Content Management tools; able to pull and interpret pipeline, customer health, forecasts, and activity data. - A builder: hands-on experience creating internal tools, automations, or agents with AI-assisted development (Replit, Cursor, Claude, GPT, or similar). You should be able to show us something you built and shipped to real users. - Extremely high ownership and pace. Comfortable being the only person accountable for an outcome and running many concurrent programs against weekly deadlines. - Based in New York City and in the office regularly. Nice to have: - Financial-services domain knowledge: investment banking, private equity, asset management, or selling into them. - Experience enabling post-sales / customer success and forward-deployed or specialist roles, not only new-logo sales. - Experience supporting a global GTM team. - Prior work as an early enablement hire building the function from scratch. We'll include all as list items. We should not include Benefits, Pay, Schedule sections. Now produce HTML fragment. We need to use

for section headings. Use

• for lists. Use

  for prose. We'll have:

  About the role

  Why Rogo Our mission is to transform global finance by empowering professionals at the world's top investment banks, private equity funds, and investment firms with AI that delivers unparalleled speed, accuracy, and insight. We're not just improving financial workflows; we're redefining them. This is a unique opportunity to join a generational company driving transformation in one of the most important industries in the world. With a rapidly growing, global client base, proven product-market fit, and backing from world-class investors, we are scaling quickly and defining a new category of enterprise AI. Our team is sharp, motivated, and deeply committed to Rogo’s mission. We take ownership of complex problems and stay relentlessly focused on our users. If you thrive in a fast-paced environment, demand excellence, and want to help build the future of finance, we invite you to join us.

  The Role Revenue Enablement at Rogo owns three pillars: Time to Revenue (onboarding and ramp), GTM Productivity (training, process, coaching), and Sustained Success at Scale (infrastructure, alignment, change management). You will join a small, high-leverage team and must be able to run every one of those programs independently, end to end, with a particular focus on building out Post-Sales enablement as the org continues to scale. This is not a content or LMS-administration job. You will co-own Ramp cohorts of new hires across every role, certify reps and managers on new frameworks, and build and maintain the AI-powered systems that enable a lean team to do the work of many. You will be the face of Enablement to Post-Sales, Product and our global teams.

  Responsibilities

  • Onboarding & Ramp (Time to Revenue): Run the Ramp program end to end for every GTM role, with role-specific multi-week tracks for pre-sales, post-sales, and SDRs and new cohorts starting monthly.
  • Own the day-to-day machinery: calendar, instructors, content, daily new-hire recaps, weekly manager updates, and instructor heads-ups.
  • Track and report ramp against time-to-productivity milestones by cohort, role, and manager, and step in when someone is off-track.
  • Extend and evolve tracks as new roles and regions are added and as the product changes.
  • Certification & Skills (GTM Productivity): Own the certification program for reps and managers: pitch and demo certifications and our value-selling framework, including scoring rubrics, cohort scheduling, and re-certification cadence.
  • Run and continually tune our AI role-play tooling so certification means “can say it correctly, under pressure, on demand” — not “sat through the training.”
  • Turn conversation-intelligence and call data into coaching: automated post-call feedback, deal-review insights, and targeted skill sessions with front-line managers.
  • GTM Communications & Rhythm of the Business: Run recurring department and company-wide sessions, ensuring they are effective uses of time that drive alignment, change management and impact.
  • Own reporting on ramp progress by role with a focus on the Post-Sales organizations.
  • Plan and deliver Sales Kickoff and other GTM-wide moments.
  • Enablement Systems & AI Infrastructure (Sustained Success at Scale): Own and extend the internal systems that make a lean team possible