About the Team & How We Work

As the GTM Enablement Lead, you'll design and run the onboarding experience that turns every new sales hire into a top-performer, build the ongoing training that keeps the team razor-sharp on product, methodology, tools, and the competitive landscape. You'll partner directly with Sales, Marketing, and Product to bring new solutions to market. This is a brand-new role, and you'll be the first person at Miter to own it end to end!

You'll build this for a GTM org that spans new business, upsell expansion, and channel partners, which means the programs you design need to flex across very different sellers and sales motions rather than a single one-size-fits-all playbook.

You'll do this with executive visibility from day one, working shoulder to shoulder with our Head of Sales and CRO to shape how a fast-growing sales team scales. This is a big opportunity to build a function from scratch inside a company still early in defining how it goes to market.

What You'll Do

• Own Sales Enablement end to end - design, build, and run the enablement program across new business acquisition, upsell/expansion, and channel partner teams.
• Build onboarding that shortens ramp - design and run a new hire onboarding experience for sales team members that supports faster proficiency.
• Run continuous training - develop and deliver ongoing programming on product, sales methodology, tools, and competitive intelligence so the team keeps pace with a fast-changing market.
• Commercialize new products and features - partner with Sales, Marketing, and Product to translate roadmap into go-to-market plans the field can execute, from launch through adoption.
• Instrument what's working - use enablement tooling and data to track ramp time, content usage, and win rates, and turn that into insight leadership acts on.
• Manage the enablement tech stack - evaluate and run the tools, including AI-driven platforms, that deliver and track training.

What You'll Need

• 3+ years of experience in Sales Enablement, Sales Operations, or a GTM Strategy role.
• Enablement platform ownership. You've stood up and administered an LMS or enablement platform from scratch, building certification paths, gating content by role and stage, and tracking completion against ramp milestones.
• AI-native program delivery. You use AI to build role plays, generate call scorecards, produce battle card updates from call recordings, and scale coaching beyond what a manager could do alone.
• Conversation intelligence fluency. Hands-on experience with call recording platforms like Gong, including building trackers, scoring calls against a methodology, and pulling deal-stage evidence to support your point of view.
• Analytics and reporting. You can work directly in Salesforce reporting and spreadsheets to connect enablement activity to outcomes: new hire productivity by cohort, ramp attainment vs. trailing baseline, win rate deltas pre/post certification. You can build and present performance themes to leadership.
• Experience exceeding variable targets yourself, or a demonstrated ability to enable high-performing sales teams.
• Nice to have: experience guiding a sales organization through a significant process, product, or organizational change.

Our Interview Process

• Recruiter Screen
• Hiring Manager Interview
• Presentation Round
• Executive Interview

Our Benefits:

• Competitive Compensation: We offer competitive (well above "market") salary, commission, and equity packages.
• Medical Insurance: Comprehensive medical, dental, FSA, vision plans to suit you and your family's needs.
• 401(k) Retirement Plan: Company-matched contributions to help you plan for your future.

• Flexible PTO: Take the time you need to recharge and be your best self.
• Parental Leave: Generous 16-week paid leave for all parents, including adoptive and foster parents.
• Learning & Development: We offer every employee an annual educational allowance to explore external professional development.
• Office Extras: Snacks, coffee, lunch, and commuter benefits for in-office Mitosaurs.
• Community: Company-wide and team-specific off-sites per year.

Hybrid vs. Remote Approach:

We believe the magic of Miter comes from working side by side. We also believe in work flexibility. For roles that are listed as hybrid, our approach is 3 days a week in the office giving us the chance to connect, brainstorm, and build stronger relationships. If you live within a reasonable commute to either our New York City or San Francisco offices, we ask that you work in our hybrid approach.

Otherwise, for roles listed as remote or in other cities where we don't have an office location, there is no requirement to work in our hybrid approach. We do travel a few times a year for onboarding, company-wide and team specific off-sites!

Join our Talent Community

Not seeing a role that matches your background right now? Apply to our Talent Community, and we'll reach out if a role opens up that aligns with your experience!