[Remote] Sales Training Manager

Note: The job is a remote job and is open to candidates in USA. Engine is hiring a Sales Training Manager to scale its post-onboarding sales skills program across five business units. The role will redesign competency-based curriculum and certifications, facilitate training and coaching, coordinate program delivery, and help measure its impact on sales behavior and business outcomes.

Responsibilities

• Competency Framework: Help build the core skills every customer-facing and prospect-facing rep needs, such as discovery, value articulation, objection handling, negotiation, and account growth, and what "great" looks like at each level, in tandem with the STM team and the Director
• Program Rework: Help assess what's working in the current program and what isn't, and help redesign curriculum, skill paths, and certifications so they work across five business units and many roles
• Skills-Based Certification: Help build and run certifications where reps show the skill, not just pass a quiz, through role-plays, recorded pitches, and call reviews scored against clear rubrics
• Built to Scale: Create modular content and practice that each business unit can tailor without starting over, so the program can grow from small to company-wide
• AI-First Enablement: Build AI first. Use AI to create skill content, role-plays, practice scenarios, and call coaching at scale, so a small team can give every rep across all five business units more practice and faster feedback
• Lead the Room: Facilitate skills workshops, role-plays, and practice sessions, in person and virtually, for reps at every tenure level in every business unit
• Call Coaching: Use conversation intelligence tools (e.g., Momentum) to run call-review and coaching sessions, highlight great calls, and turn real conversations into practice
• Manager Reinforcement: Help create coaching guides and scorecards so front-line managers can reinforce skills between sessions, not just in the classroom
• Onboarding Support: Facilitate onboarding sessions as needed alongside our onboarding team
• Leverage AI to manage the Logistics: Manage the calendar, cohorts, logistics, communications, and enrollment for a program that reaches every go-to-market team
• Cross-BU Coordination: Work with teams across five business units on scheduling and tailoring, and keep requests organized and moving so the core program stays on track
• One Team, One Program: Share ownership, content, and standards with the other Sales Training Managers so every rep gets one consistent experience
• Cross-Functional Collaboration: Work with the Revenue Enablement Managers, Product Marketing, Revenue Operations, and Product so the skills program fits alongside each business line's enablement
• Onboarding Partnership: Work in tandem with the onboarding team to spot skill gaps early and use them to shape and develop the everboarding program accordingly
• Support Measurement: Help track how the program is measured, such as participation and certification rates, competency scores, behavior change in call reviews, and business outcomes like conversion, win rate, and retention or expansion, using the measures set with the STM team and the Director. [TBD: confirm program KPIs]
• Spot Behavior Change: Pull together certification and competency data, call reviews, and Salesforce performance data to show whether skills are showing up on real calls and moving results
• Report & Iterate: Help prepare program updates for the Director of Revenue Enablement, and share what you're seeing so the team can decide what to scale, fix, or stop
• Enablement Tech Stack: Help reps get full value from our learning and practice tools. Work with our tools and systems team so new tools actually get adopted
• Trusted Partner Across the Business: Build strong relationships with reps, front-line managers, and leaders in every business unit so the program becomes something they ask for, not something they're sent
• Champions & Feedback: Bring in top performers and managers as champions and subject-matter experts, and build feedback loops with reps and leaders so the program keeps getting better
• Bias for Impact: Keep the focus on the work that moves revenue, and flag to the STM team and the Director when requests start to pull the program off course

Skills

• 2+ years in enablement, training
• You're comfortable leading a room, in person or virtually, and you're excited to run role-plays and coaching sessions that help people sell better
• You're highly organized and can keep calendars, cohorts, logistics, and communications on track across many teams
• You build trust quickly with reps and leaders across very different teams, and you enjoy working with lots of stakeholders
• You're comfortable working with numbers and want to learn how to show whether training actually changes behavior and results
• You want to learn sales skills, adult learning, and program design from an experienced team, and you act on feedback quickly
• You're growth-minded and eager to keep building your skill set
• You're ready to roll up your sleeves, collaborate as part of a team, and deliver results that matter
• Openness to travel is a must
• Bonus for a time in seat in a sales a customer-facing role, or a program or project management role
• Bonus points if you're fluent in Salesforce, conversation intelligence tools (e.g., Momentum), and enablement/LMS platforms (e.g., GTMBuddy, LetterAI)
• Prior experience in sales enablement, sales training, or revenue enablement is a strong plus
• Program or project management or PMO experience is a strong plus, especially coordinating work across several teams
• Experience building training content, role-plays, or certifications, or a working knowledge of B2B sales methodologies (e.g., MEDDPICC, Challenger, Sandler)
• Background in B2B travel, hospitality, or marketplace businesses
• Experience carrying a quota or working as a rep or account manager
• Examples of skill practice, role-plays, or coaching content you've built with AI

Benefits

• Equity for all employees.
• Some roles are also eligible for bonuses or commissions.
• Hybrid-hub model; depending on role, work from an office or fully remote.

Company Overview