GTM Enablement Lead

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.

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.

Recruiter Screen

Hiring Manager Interview

Presentation Round

Executive Interview

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!

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!

Miter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Miter uses AI-assisted tools as part of our hiring process to help our recruiting team manage and review applications more efficiently. We want to be transparent about how this works.

What the AI does: When you apply to a role at Miter, an AI tool may review your application against the specific qualifications and requirements posted for that job. This tool identifies whether your experience appears to meet, partially meet, or not meet each stated requirement, and it provides supporting evidence from your application for every assessment it makes.

What the AI does not do: The AI does not make hiring decisions. It does not reject, advance, or rank candidates on its own, and it does not assign you a numerical score. Every application is reviewed by a member of our recruiting team, who makes the final call on whether you move forward. The AI is a tool that helps our team prioritize their time across a high volume of applications. It is not a substitute for human judgment.

What information it uses: The tool evaluates the application materials you submit (your resume and any other application content) against role-specific criteria our team has defined. It does not pull information from external sources such as social media or professional networking profiles, and personal identifying information is removed from your materials before any AI review takes place.

Human oversight: Our recruiting team periodically reviews how these tools are performing to check for unintended patterns in outcomes, and we retain the ability to override any AI-generated assessment at any time.

Your options: If you would like to know more about how AI is used in connection with your application, or if you would prefer your application be reviewed through a fully manual process without AI assistance, contact us at [ talent@miter.com ] and we will accommodate that request.