About Remote

Remote is solving global remote organizations’ biggest challenge: employing anyone anywhere compliantly. We make it possible for businesses big and small to employ a global team by handling global payroll, benefits, taxes, and compliance (learn more about how it works). We're backed by A+ investors and our team is world-class, literally and figuratively, as we're all scattered around the world.

Please check out our public handbook to learn more about our culture. We encourage folks from all ethnic groups, genders, sexuality, age and abilities to apply. If this job description resonates with you, we want to hear from you!

How we work

We love working async and this means you get to do your own schedule.

We empower ownership and proactiveness and when in doubt default to action instead of waiting.

The Position

The Senior Manager, Sales Enablement is a strategic role responsible for managing a high performing team to execute on business objectives that primarily support, but are not limited in supporting, SDR, AE, SC, and AM roles. This includes but is not limited to training programs focused on Value Selling, Sales Process, Qualification, Discovery, Demo, Pricing, Negotiation, and Ultimate Summation. The ideal candidate has confidence in their ability to manage teams using a project based approach, coach excellence in instructional design, set direction based on company goals, and think critically about how each project their team takes on relates to moving the company forward.

Required Qualifications

• 5+ years Direct Sales, coaching or sales experience in a fast-paced B2B SaaS environment
• Managing remote teams in more than one timezone (EST & PST, or EST & UKI)
• 4+ years working and managing teams at Series A - F, B2B SaaS companies
• Extensive experience managing project based teams using a project management frameworks like SCRUM or OKRs
• Experience in a fast-paced dynamic environment and balancing setting strategic priorities with high-quality, tactical execution
• Experience managing ICs who are responsible for building and rolling out programs at scale
• A proven track record of supporting revenue generating teams across SaaS revenue achievements at $200m, $500m, and/or $1b milestones
• Proven record of developing strong relationships with key stakeholders
• Engaging facilitation and presentation skills
• Fluent in speaking and writing English

Responsibilities

• Hire and manage an existing and growing team of high performing revenue enablement professionals
• Manage team projects to a high-standard of completion within 14-30 day project sprints using SCRUM or OKR Project Management frameworks
• Identify company goals as they relate to core projects for the revenue enablement team, and critically analyze how these goals cascade down what tactical activities the team needs to take on in order for the business to succeed
• Build and maintain valued relationships with key stakeholders and executives to align learning experiences with business goals and performance strategies
• Support the development of the Revenue Enablement Quarterly Roadmap, and assist the team in prioritizing enablement requests that come up during the quarter
• Host Executive QBRs with direct team and potentially other XFN Executives across the business; leveraging Revenue Enablement Metrics, reports, and KPIs that have been set by the Sr. Director, Revenue Enablement
• Lead and execute core projects related to product launches, sales development, sales process, methodology, and more; based on business necessity for player-coach dynamic across leadership positions on the Revenue Enablement Team

Preferred Qualifications

• Direct people management or team lead experience
• Experience with Sales, Sales Enablement, Sales Training, or Revenue Operations
• Knowledge of Agile, Scrum, or similar project management methodologies
• Familiarity with sales reporting systems such as Salesforce, Sigma, or Docebo Reporting
• Exposure to competitive intelligence and go-to-market strategies.
• Startup experience is considered a plus.
• Certification in Instructional Design, OKR frameworks, or project management methodologies is a plus

Practicals

• You'll report to: Senior Director, Sales Enablement
• Team: Sales
• Location: EST Timezone, United States
• Start date: As soon as possible

Remote Compensation Philosophy

Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.

At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.

The base salary range for this full-time position is $130,800 to $163,550. Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.

[SALES ONLY - Recruiter to add info] The On-Target Earnings for this position is between [OTE range]. The base salary is XX%

At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.

Application process

1. Interview with recruiter
2. Interview with future manager
3. Interview with team members (no managers present)
4. Bar Raiser Interview
5. Prior employment verification check