Enablement Manager

Keka Hire; Hyderabad City Taluka; On-site; PKR 22,573,000 - 33,861,000; Full time

Job summary

A leading tech company in Hyderabad is seeking an Enablement Manager to design and implement a repeatable enablement system that enhances sales effectiveness. This senior role involves partnering with product and marketing teams to create impactful training programs, improve win-rates, and drive team success in the B2B SaaS environment. Ideal candidates will have extensive experience in enablement and a track record of influencing tangible business metrics.

Qualifications

• 8-12+ years in B2B SaaS.
• 4+ years in Sales/Revenue/Product Enablement.
• 2+ years managing teams.
• Proven record moving hard metrics.

Responsibilities

• Translate PMM narratives into enablement programs.
• Own SDR and AE onboarding.
• Run bi-weekly coaching sessions.
• Co-own scalable training programs.
• Stand up the Enablement scorecard.

Skills

Program design & instructional design

Data-driven operator

Content ops

Coaching excellence

Functional influence

Tooling

Tools

SFDC/HubSpot

Gong/Call IQ

LMS

Notion/Confluence

Google Suite

Job description

Role

Enablement Manager (Sales & Product) Reporting to: VP, Product Marketing &

Location

Hyderabad | Team: Enablement (Trainers, Program Managers, Content Ops)

Scope

Global | Level: Senior Manager/Director

Role Summary

Build the engine that turns product narrative into field outcomes. You’ll design a repeatable enablement system—onboarding, coaching, certifications, playbooks, and in-product learning—that lifts win‑rates, shortens cycle time, and increases attach/expansion. You’ll partner with PMM, Sales, CS, Product, and Support to align messaging, sharpen execution, and measure impact. If you love instrumented programs (not workshops-for-the-sake-of-workshops), this is your playground.

Success Metrics (12‑Month Outcomes)

Win‑rate +3–5 pp in priority segments; sales cycle −10% median days.

Stage Conversion Lift

+5 pp MQL > SAL, +4 pp SAL > SQL (post‑training cohorts vs baseline). SDR ramp: TTFM <10 biz days; TTFSQL <20 biz days; Day‑60 productivity >80% target.

Training Quality

CSAT >4.7/5; post‑assessment +10 pp; 30‑day knowledge retention >80%. Customer programs: Keka Yatra > 50% Amber/Red > Green in 30 days, payroll ticket −15%, NPS >60.

Enablement Ops

Content freshness SLA <7 days from product change; trainer utilization 65‑80%.

Key Responsibilities

• 1) GTM & Product Readiness – Translate PMM narratives and releases into enablement programs, role‑by‑role (SDR, AE, SE, CSM). Build outcome‑based assets: call frameworks, discovery guides, objection handling, ROI/TCO tools, competitive plays.
• 2) Onboarding & Certifications – Own SDR and AE onboarding (US + India): curricula, shadowing, simulations, readiness gates. Design certification frameworks (product, process, MEDDPICC) with pass/fail standards and re‑cert cadence.
• 3) Ongoing Coaching & Field Adoption – Run bi‑weekly 1:1 and squad coaching; deploy call‑score rubrics; track talk‑track adoption via call intelligence. Partner with managers to institutionalize deal reviews, forecast hygiene, and pipeline discipline.
• 4) Customer Enablement & Revenue Programs – Co‑own Keka Yatra and scalable training (paid & free): agendas, trainer staffing, measurement, and feedback loops. Package paid training SKUs; work with Sales/CS for positioning, pricing, and delivery quality.
• 5) Measurement & Ops – Stand up the Enablement scorecard (OKRs above) with weekly/monthly business reviews. Enforce attribution hygiene (SFDC/HubSpot tags), content versioning, and an asset CMS.
• 6) Cross‑Functional Leadership – PMM (story, ICP, messaging), Product (roadmap, release), Sales Ops/RevOps (data, dashboards), Support (ticket insights), Legal/Finance (MSA/SLA clarity for enablement materials). Evangelize Q2C best practices; coach on pricing/packaging narratives and mutual assurance (MSA/SLA).

Required Experience

8‑12+ years in B2B SaaS; 4+ years owning Sales/Revenue/Product Enablement; 2+ years managing teams. Built enablement at a scaling org (ideally $10M > $100M+ ARR). HRTech experience is a plus. Proven record moving hard metrics (win‑rate, cycle time, conversion, attach/expansion). Deep familiarity with MEDDPICC (or Challenger/CoM/SPICED), and product‑led selling.

Skills & Competencies

• Program design & instructional design – Cohort‑based learning, assessments, certifications.
• Data‑driven operator – Cohort analysis, A/B learning pilots, uplift measurement, dashboarding.
• Content ops – Modular playbooks, version control, localization, freshness SLAs.
• Coaching excellence – Live call reviews, simulations, role‑plays, talk‑track instrumentation.
• Functional influence – Executive presence, clear writing, crisp narratives.
• Tooling – SFDC/HubSpot, Gong/Call IQ, LMS (e.g., Docebo/Litmos/LearnUpon), Notion/Confluence, Google Suite; basics of BI.

Candidate Signals

• You can show a before/after story with quantified impact and the artifacts that made it happen.
• You’ve shipped certification programs that managers trust and reps respect.
• You’ve operationalized content freshness and release‑to‑readiness pipelines.
• You have playbooks for US ramp and multi‑country teams.

KPIs You’ll Own

• Win‑rate, cycle time, attach rate, forecast accuracy.
• SDR metrics: TTFM, TTFSQL, no‑show rate, conversion lifts, ramp to productivity.
• Training: Participation, completion, CSAT >4.7/5, +10 pp knowledge gain, >80% 30‑day retention.
• Customer programs: Account health shift, ticket deflection, event/webinar NPS, paid training revenue & GM%.

First 90 Days (Expectations)

30 days: Audit current enablement, content inventory, baseline metrics; publish 90‑day plan & scorecard. 60 days: Launch refreshed SDR onboarding + call QA rubric; first AE learning sprint (SMB1 pilot); begin Keka Yatra playbook v1. 90 days: Roll out certifications (SDR v1, AE v1); publish QBR on uplift; content freshness SLA live; manager coaching cadence institutionalized.