GTM Enablement at BrexBrex's go-to-market org is forward thinking with out AI tooling and support across Sales, RevOps, and Enablement. While we've made a promising start, our AI applications have been built ad hoc, with no shared standards, no central ownership, and no consistent way to measure whether they actually move the number. This is a highly impactful, net-new role for Brex: the first person on Revenue Enablement accountable for turning "a bunch of AI experiments" into a governed, prioritized, production-grade AI capability for the entire GTM org.
This isn't a prompt-engineering or tooling-rollout role. It's a hybrid of strategist, engineer, and embedded partner - someone who can set the roadmap for GTM AI investment, personally build and ship the applications that matter most, and then get in the trenches with sellers to make sure the work actually gets adopted. This person will serve as a lynchpin between Sales, Revenue operations, product and engineering.
What you'll doThis role lives inside GTM Enablement, so your charter is the systems that make sellers effective including how they get certified, how they get ramped, how they get collateral, and how they get better at their craft. AI is the mechanism; enablement is the domain. Some of what you'll work on:
- Set the internal sales enablement AI roadmap. Own the prioritization framework for how Brex builds AI applications and tooling across the enablement lifecycle including certification, onboarding, content, coaching, ramp. Decide what gets built next, what gets sunset, and why.
- Build and standardize GTM's AI tooling stack. Write, review, and ship code yourself. You're not handing specs to an engineering team - you are a capable coder with a strong product sense who develops AI tooling for GTM reps.
- Make the build-vs-buy call. Continuously evaluate what enablement capability Brex should leverage third-party vendors (Gong, Itero, Highspot-type tools) for particular use-cases versus build in-house on Brex's own AI stack (Claude, etc.). This is a real strategic judgment call, not a default toward either - you'll need a clear framework for when a point solution is worth buying and when it's worth owning.
- Go deep on the sales domain. Understand the sales process - pipeline stages, seller CRM workflows, quota mechanics, what "good" looks like on a call - well enough to know where AI creates real leverage in enablement versus where it's a solution looking for a problem.
Where you'll workThis role will be based in one of our 5 hubs (San Francisco, New York City, Seattle, Salt Lake City and Vancouver). We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday and Thursday. As a perk, we also have up to four weeks per year of fully remote work!
Requirements- 4+ years in a role that combined hands go-to-market (Revenue ops or Enablement) with 1+ year focused on building sales-technology domain work
- Proven ability to ship production code - not prototypes or internal scripts, but tools that sales teams rely on daily (Python/TypeScript or comparable; LLM/agentic application experience strongly preferred)
- Real fluency in sales process and domain knowledge - you can sit in a pipeline review or forecast call and understand what's actually happening
- A track record of defining and tracking success metrics for your own initiatives - you don't wait for someone else to tell you if it worked
- Experience driving adoption, not just deployment - you know the difference between a tool that's live and a tool that's used
- Comfort operating with high autonomy and ambiguity - this role reports into GTM Enablement leadership, and you have counterparts across RevOps & Product, but the roadmap is substantially yours to define
- A bias toward governance and simplicity - you'd rather have three trusted tools than fifteen overlapping ones
CompensationThe expected salary range for this role is $154,400 - $193,000. However, the starting base pay will depend on several factors, including the candidate's location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package.
