Sales Enablement (SDR)

Join Ramp, a rapidly growing FinTech company, as an SDR Enablement Manager. In this role, you will be responsible for redesigning and running the quarterly onboarding program for new SDRs, creating resources for cold calls, and developing segment-transition programs. You will also run targeted enablement sessions, create lasting behavior change, and partner with SDR leadership to drive specific behavior change. This is a performance improvement role focused on rep output, ramp speed, and meeting conversion.

• Redesign and run the quarterly onboarding program for each incoming cohort of new SDRs, with the explicit target of full productivity by month three.
• Build tracks that go beyond systems training — sales methodology, professional fundamentals, cold calling philosophy, email craft, and multi-product qualification basics.
• Create resources SDRs will actually use on cold calls: specific discovery questions, objection handles, and qualifying language — not slide decks they'll close on day two.
• You translate organizational priorities into field-ready tactics. You've sat in a leadership meeting about a strategic shift and walked out with a set of specific discovery questions for the field — not a summary deck, not a follow-up action item, but a finished artifact. You understand that the gap between what leadership says and what a rep can execute in a five-minute cold call is exactly where enablement earns its value
• You're a builder, not just a user. Ramp's SDR tech stack is unusually complex — and it evolves constantly. You've built automated workflows, AI-assisted tools, or custom systems for SDR or sales use. You treat AI as infrastructure, not a novelty. An external candidate who can't operate at this level faces a significant productivity lag — this is a hard screen
• You can create energy with smart incentives. You bring taste and creativity to SPIFFs and contests, and you know how to align incentives to specific behaviors and outcomes — while keeping the program simple enough that reps actually engage
• You improve things that don't need to be fixed. You have a track record of proactively redesigning programs when data told you they weren't working — before anyone asked. You don't run a static curriculum for 12 months. You challenge your own work, spread what top performers are doing, and treat each quarterly cohort as a new opportunity to get it right
• High agency and low analysis paralysis. In the time it takes someone else to build a task force, you've shipped a first version. You move fast, make something real, show it to the field, and iterate. The SDR organization at Ramp has a culture of creative experimentation — handwritten notes, field visits, AI tool building. You thrive in that environment
• SDR craft credibility is non-negotiable. You've done the job. You've run cold calls, built your own sequences, managed a book of leads, and know what it feels like to get an Amex or Concur objection in the first 20 seconds. That experience is what earns you the right to coach — without it, you have no standing with the reps you're here to develop. If you're coming from an L&D or content background without frontline SDR experience, this isn't the right role
• You diagnose behavior, not just metrics. When a cohort's conversion rate drops, your first question is "what specific behavior is missing?" — not "what training should we run?" You can look at a rep's activity data, email reply rates, and call patterns and form a coaching hypothesis before opening a content calendar. You know the difference between a skill gap and an execution gap
• You build programs that outlast the launch. Every SDR leader we talked to described the same problem: training that spikes and fades. You've built programs that are still running without you — embedded in manager workflows, sustained by data feedback loops, refreshed on a cycle rather than rebuilt on request. You measure success by behavior change at day 90, not completion rates at day two
• Experience at a hyper-growth SaaS company with a similarly complex SDR tech stack
• Background as an AE or SDR manager (not just SDR) — understanding of the full top-of-funnel motion
• Experience building AI-powered tools or workflows for SDR or sales use
• Familiarity with Ramp's product surface: spend management, AP automation, procurement, treasury
• Track record of building readiness or career development programs that created a pipeline into AE, AM, or management roles