Revenue Enablement Program Manager

TL;DR

Revenue Enablement Program Manager (Enablement): Owning the strategy, design, and execution of onboarding and continuous learning programs for revenue-generating teams with an accent on accelerating ramp time and improving seller consistency. Focus on scoping, delivering, and optimizing enablement programs that directly impact revenue performance.

Location: Los Angeles, California, United States. Open to hiring fully remote candidates in select positions.

Salary: $100,000-120,000 USD

Company

hirify.global is the enterprise leader in social media and influencer marketing software, services, and data.

What you will do

• Design and own role-specific onboarding and enablement programs that directly support GTM priorities and revenue goals.
• Build and maintain structured onboarding programs, learning tracks, and timelines across Sales and Customer Success roles.
• Deliver engaging live and asynchronous training that improves seller confidence, fluency, and execution across sales motions.
• Act as a program lead across multiple cross-functional initiatives—owning timelines, deliverables, and stakeholder alignment end-to-end.
• Stay current on enablement best practices, GTM trends, and emerging tools to continuously raise the bar on program quality.

Requirements

• 5+ years of experience in Revenue Enablement, Program Management, Sales, Customer Success, or a related field.
• Proven success building, launching, and scaling onboarding or learning programs with measurable business impact.
• Strong understanding of sales and customer success workflows, particularly in complex or enterprise GTM motions.
• Hands-on experience with tools such as Salesforce, Outreach, Gong, and LMS platforms (or equivalents).

Nice to have

• Experience enabling enterprise GTM teams is a strong plus.
• Familiarity with the creator economy or adjacent industries is a strong plus.

Culture & Benefits

• Market-based & data-driven approach to compensation.
• Evaluation of compensation bi-annually, including performance and market-related factors.
• Participation in various benefits plans as part of overall compensation package.
• Committed to fostering a culture rooted in an inclusion-first mindset at every level of the company.
• Building teams for culture add rather than culture fit.