Revenue Enablement Manager (Hybrid)

Company Purpose: Profisee exists to make Master Data Management easy for the purpose of unlocking the power of trusted data. The Revenue Enablement Manager will own and scale Profisee's sales readiness engine. Reporting to the Head of Product & Customer Marketing, this individual contributor will own and lead enablement across Product, Product Marketing and Sales by turning strategy into role-based programs, tools and certifications that drive consistent execution across Account Executives (AEs), Customer Success Managers (CSMs) and Solutions Consultants (SCs). This role is responsible for executing the day-to-day production of practical sales resources, facilitating training, coordinating cross-functional stakeholders and ensuring sellers have the right materials at the right time in the right format. Based in Alpharetta on a hybrid schedule, you will partner with Sales, Product, Marketing, RevOps and Customer Success to ensure the field is equipped with the right knowledge, tools and content to execute effectively. Success in this role means building and operating a scalable, repeatable revenue enablement engine that measurably improves seller readiness, confidence and execution. In the first year, the Revenue Enablement Manager establishes clear ownership of onboarding, product and release readiness and ongoing sales education, ensuring sellers consistently have the right knowledge, tools and messaging to win. Success looks like Turning product strategy and GTM priorities into role-based enablement programs, certifications and practical assets that are easy to find, easy to use and clearly tied to how Profisee sells. Improved onboarding ramp, consistent launch readiness, strong Seismic adoption and clear alignment across Product, Marketing, Sales and Customer Success. Success in your first 90 days Within your first 30 days: Discovery, Alignment and Baseline Listen & Align – Partner with Sales, Product and Marketing leadership to understand GTM priorities, sales motions and enablement gaps. Inventory & Gap Analysis – Audit existing onboarding, messaging and sales content to identify gaps, duplication and opportunities to improve usability. Establish Success Metrics – Define enablement success metrics, including onboarding completion, certification progress and Seismic adoption. Quick wins (Target 1-2) – Drive early impact by improving Seismic adoption, including how content is surfaced and used in digital sales rooms. Within your first 60 days: Deliver early wins and establish an operating model Onboarding v1.0 – Launch a role-based onboarding pilot with clear milestones, certification checkpoints and manager reinforcement, designed to scale across future hires. Product & Launch Readiness – Establish a repeatable enablement framework for product releases, including certification requirements, supporting assets and clear completion criteria. Enablement content Ownership – Partner with SMEs to maintain and activate enablement content including playbooks, messaging and sales assets, ensuring relevance and usability. Enablement Platform Ownership (Seismic) – Own Seismic end-to-end, including content organization, governance and adoption across the revenue team. Ongoing Sales Readiness Cadence – Define an approach for continuous product, market and competitive education beyond launches (e.g., quarterly refreshes, reinforcement sessions, certifications). Within your first 90 days: Own the program & scale what works Annual Enablement Calendar – Publish a rolling 2-quarter enablement calendar aligned to product releases, campaigns and key field moments. Role-based Learning Paths – Define role-based learning paths for AEs, CSMs and Solutions Consultants. Vertical Excellence Kits – Partner with SMEs to support development of vertical enablement resources and customer proof points. Scale What Works – Establish a train-the-trainer model with Sales Managers and Solutions Consultants to reinforce enablement. Enablement Efficiency Through AI – Identify and implement at least 1-2 AI-assisted workflows (e.g., content creation, training support or asset maintenance) that measurably improve enablement speed, quality or consistency. Competencies : What we are looking for Enablement Program Owner – Proven ability to design, launch and operate scalable enablement programs, including onboarding, release readiness and ongoing sales education. Content Builder & Translator – Strong skill in turning product strategy into clear, practical enablement assets that sellers actually use. Cross-Functional Orchestrator – Effective at aligning Product, Marketing, Sales and Customer Success without direct authority. Learning & Certification Mindset – Experience building role-based learning paths, certifications and reinforcement models that drive retention and execution. How we work : Our core values Growth Mindset – We can learn and get better at anything. We embrace and accept mistakes as an essential part of the learning process. Constructive Candor – Enables us to get to the meat of issues quickly and is the foundation of trust. We enjoy diverse perspectives and feel comfortable voicing our opinions. Helpful – We strive to assist, mentor, coach and help our fellow Profisors reach their highest potential. We get stuff done! – Strategy without execution is just an idea. We deliver results, not just reasons. FUN – Where Fun is Made. Why we think you should come work with us Growth – Through our company values, collaborative work environment and career plans you will grow more than you could elsewhere. Enjoy where you work – Join an amazing village of Profisors who want to see you progress in your career. Retirement – 401(k) retirement plan with company match. Health – 100% employer-paid health, dental, vision and life insurance; employee wellness days. Work-life harmony – Autonomy, flexibility and generous PTO in a hybrid-friendly environment. Engaged Leadership – CEO and Executive Leadership focus on people; we put effort into organizational health and culture. Equal Employment Opportunity To provide equal employment and advancement opportunities to all individuals, employment decisions at the Company will be based on merit, qualifications, and abilities. The Company does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law. Additionally, the Company will provide reasonable accommodations that do not cause an undue hardship on the company for disabilities of existing or potential employees. J-18808-Ljbffr