GTM Enablement Manager

Deel; Ciudad de México; Híbrido; MXN 200,000 - 400,000; Jornada completa

Descripción de la vacante

A leading global SaaS company in Ciudad de México seeks a New Hire Enablement Manager to design and implement onboarding programs for Sales hires. This strategic role involves managing content, delivering training, and building strong relationships with stakeholders to enhance new hire performance. Candidates should have 5+ years of experience in sales enablement and be fluent in English. Experience in a sales role is preferred. Hybrid remote work options available.

Servicios

Stock grant opportunities

Remote work flexibility

Optional WeWork access

Formación

• 5+ years in Sales Enablement or closely related role, with 3+ years in onboarding.
• Proven track record designing successful enablement programs for GTM teams.
• Fluent in English; all classes conducted in English.

Responsabilidades

• Design and execute onboarding and continuous enablement programs.
• Deliver engaging training sessions focused on core competencies.
• Collaborate with SMEs for relevant enablement content.
• Build relationships with Sales Leadership to gain program support.

Conocimientos

Facilitation

AI Utilization

Stakeholder Management

Content Design

Communication

Adaptability

Herramientas

Salesforce

Highspot

Learning Management Systems (LMS)

Descripción del empleo

Who we are is what we do.

Deel is the all‑in‑one payroll and HR platform for global teams. Our vision is to unlock global opportunity for every person, team, and business. Built for the way the world works today, Deel combines HRIS, payroll, compliance, benefits, performance, and equipment management into one seamless platform. With AI‑powered tools and a fully owned payroll infrastructure, Deel supports every worker type in 150+ countries—helping businesses scale smarter, faster, and more compliantly.

Among the largest globally distributed companies in the world, our team of 7,000 spans more than 100 countries, speaks 74 languages, and brings a connected and dynamic culture that drives continuous learning and innovation for our customers.

Why should you be part of our success story?

As the fastest‑growing Software as a Service (SaaS) company in history, Deel is transforming how global talent connects with world‑class companies—breaking down borders that have traditionally limited both hiring and career opportunities. We’re not just building software; we’re creating the infrastructure for the future of work, enabling a more diverse and inclusive global economy. In 2024 alone, we paid $11.2 billion to workers in nearly 100 currencies and provided healthcare and benefits to workers in 109 countries—ensuring people get paid and protected, no matter where they are.

Our momentum is reflected in our achievements and customer satisfaction: CNBC Disruptor 50, Forbes Cloud 100, Deloitte Fast 500, and repeated recognition on Y Combinator’s top companies list—all while maintaining a 4.83 average rating from 15,000 reviews across G2, Trustpilot, Captera, Apple and Google.

Your experience at Deel will be a career accelerator. At the forefront of the global work revolution, you’ll tackle complex challenges that impact millions of people’s working lives. With our momentum—backed by a $17.3 billion valuation and $1 B Annual Recurring Revenue (ARR) in just over five years—you’ll drive meaningful impact while building expertise that makes you a sought‑after leader in the transformation of global work.

Role Overview

The Go‑to‑Market New Hire Enablement Manager is a critical strategic role responsible for the end‑to‑end vision, design, and execution of world‑class onboarding and continuous enablement programs for our new Sales (GTM) hires. This role demands a seasoned enablement professional with exceptional program management skills, a strong strategic mindset, and a proven ability to influence and collaborate with senior stakeholders to drive measurable impact on new hire ramp‑up time and performance. You will be the architect of our new hire journey, ensuring every GTM professional is equipped for success from day one.

Key Responsibilities

• Facilitation and Delivery:
  • Deliver and manage new hire sales enablement content, including live training decks, eLearning modules, and job aids, ensuring all materials align with current sales methodology and product releases.
  • Conduct engaging, high‑impact training sessions and workshops for new sales hires, focusing on core sales competencies, DEELFlow methodology, product knowledge, and effective selling techniques.
• Content Strategy & Curation:
  • Collaborate proactively with subject matter experts (SMEs) and cross‑functional teams (Product Marketing, Product Management, Sales Ops, Sales Leadership) to curate, create, and maintain highly relevant, engaging, and impactful enablement content.
  • Establish and enforce rigorous content criteria and standards to ensure consistency, accuracy, and pedagogical effectiveness across all new hire materials.
  • Design and implement robust activities and assessments to validate new hire proficiency in core competencies, product knowledge, playbooks, and systems usage.
  • Develop and iterate on a comprehensive new hire enablement curriculum for various Sales roles, ensuring alignment with overall GTM strategy and business objectives.
• Stakeholder Management & Champion Cultivation:
  • Cultivate and maintain strong, collaborative relationships with Sales Leadership to secure their championship and ongoing sponsorship of enablement initiatives.
  • Partner with stakeholders to gain insights into evolving market needs, product updates, and GTM strategy shifts, ensuring knowledge transfer and closing skill gaps.
  • Leverage champion relationships to facilitate content creation, gather best practices, and secure their active participation in program delivery and reinforcement.
• Expectation Setting & Support System Development:
  • Define and clearly communicate expectations for new‑hire managers and mentors, outlining their critical roles in the onboarding journey, continuous coaching, and reinforcement of enablement concepts.
  • Develop tools and resources to support managers in effectively coaching and developing their new hires throughout the ramp‑up period.
• Continuous Improvement & Innovation:
  • Stay abreast of industry best practices in GTM enablement, incorporating innovative approaches and technologies into our new hire programs.
  • Proactively solicit feedback from new hires, managers, and stakeholders to identify areas for improvement and drive iterative enhancements to the enablement experience.

Qualifications

• Experience:
  • 5+ years of progressive experience in Sales Enablement, Revenue, or GTM Enablement, or a closely related role, with a minimum of 3 years specifically focused on new‑hire onboarding programs.
  • Proven track record of designing, developing, and implementing successful enablement programs for diverse GTM teams.
  • Prior experience in a sales or customer‑facing role is highly preferred.
  • Must be fluent in English; all classes are conducted in English.
• Skills:
  • Facilitation: must possess strong, engaging facilitation skills to effectively guide learners through material, foster active participation, and ensure immediate application of sales concepts.
  • AI Utilization: leverage AI to drive faster content development, design simulations that allow for automated feedback and scoring, and communicate consistently with new hire cohorts.
  • Stakeholder Management & Influence: demonstrated success in building rapport, influencing, and collaborating with hiring managers and cross‑functional teams.
  • Content & Curriculum Design: basic instructional design experience with Google Slide presentations and LMS course layouts.
  • Communication: excellent written and verbal communication skills, with the ability to articulate complex concepts clearly and persuasively.
  • Adaptability: agile mindset, comfortable operating in a fast‑paced, evolving environment.
  • Proficiency with enablement platforms (e.g., Highspot, Seismic, Lessonly), CRM (Salesforce), and Learning Management Systems (LMS) a plus.

Total Rewards

Our workforce deserves fair and competitive pay that meets them where they are. With scalable benefits, rewards, and perks, our total rewards programs reflect our commitment to inclusivity and access for all.

Some things you’ll enjoy

• Stock grant opportunities dependent on your role, employment status and location.
• Additional perks and benefits based on your employment status and country.
• The flexibility of remote work, including optional WeWork access.

At Deel, we’re an equal‑opportunity employer that values diversity and positively encourages applications from suitably qualified and eligible candidates regardless of race, religion, sex, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, pregnancy or maternity or other applicable legally protected characteristics.

Unless otherwise agreed, we will communicate with job applicants using Deel‑specific email addresses at deel.com, payspace.com, and paygroup.com. You can view the most up‑to‑date job listings at our careers page.

Deel is an equal‑opportunity employer and is committed to cultivating a diverse and inclusive workplace that reflects different abilities, backgrounds, beliefs, experiences, identities and perspectives.

Deel will provide accommodations on request throughout the recruitment, selection and assessment process for applicants with disabilities. If you require accommodations, please inform our Talent Acquisition Team via this link and a team member will be in touch to ensure your equal participation. If you have difficulty accessing the form, please email [e-mail].

We use Covey as part of our hiring and/or promotional processes. As part of the evaluation process, we provide Covey with job requirements and candidate‑submitted applications. Certain features of the platform may qualify it as an Automated Employment Decision Tool (AEDT) under applicable regulations. For positions in New York City, our use of Covey complies with NYC Local Law 144.

We began using Covey Scout for Inbound on March 30, 2025.

For more information about our data protection practices, please visit our Privacy Policy. You can review the independent bias audit report covering our use of Covey here: https://getcovey.com/nyc-local-law-144