GTM Enablement Manager, FLM Coaching

Harvey; San Francisco (CA); On-site; USD 136,000 - 187,000; Full time

Job summary

Harvey is seeking an experienced enablement leader to build and scale our frontline manager program. You will design repeatable coaching systems, a leadership development framework, and a fast, high-impact ramp for new NAMER reps.

You will partner with GTM and RevOps, define governance, and measure adoption and behavior change. If you thrive in a fast-growing, mission-driven environment and love turning strategy into practice, this is your role.

Qualifications

• 6–8 years in enablement, learning & development, program management, or a related GTM role.
• Proven track record building programs for frontline managers and leaders.
• Familiarity with a structured sales methodology (MEDDPICC, Command of the Message, or similar).
• Strong program management instincts: governance, stakeholder rhythms, measurement frameworks.
• Understanding durable behavior change and how to build for that.
• Ability to influence leaders and managers across functions without formal authority.
• Strong communicator who can bring clarity to ambiguous, build-from-scratch work.

Responsibilities

• Manager coaching program — Build and own a structured program for frontline managers: what great looks like in a coaching conversation, a team review, a development plan. Make it repeatable with governance and success metrics that scale beyond you.
• Methodology reinforcement — Translate our sales methodology into practical field behaviors and a reinforcement model that sticks long after the initial rollout.
• Rep skills programs — Own foundational skill-building programs managers can't run alone: discovery, competitive positioning, core seller skills. Build the architecture, drive adoption, measure behavior change.
• GTM process alignment — Partner with RevOps and Revenue Leadership to ensure coaching and training reinforce how we run the business.
• Measurement — Define what success looks like (manager adoption, behavior change, field productivity) and use that signal to continuously improve. You're accountable for outcomes, not just delivery.
• Manager Onboarding — Partner with our GTM Onboarding PM to develop best in class content and delivery for our newest managers.

Skills

Enablement

L&D

Program management

GTM experience

MEDDPICC familiarity

Stakeholder management

Effective communication

Influence leadership

Job description

Why HarveyAt Harvey, we’re transforming how legal and professional services operate. By combining frontier agentic AI, an enterprise-grade platform, and deep domain expertise, we’re reshaping how critical knowledge work gets done for decades to come.

This is a rare chance to help build a generational company at a true inflection point. We have strong product-market fit and world-class investor support. We’re scaling fast and defining a new category in real time. The work is ambitious, the bar is high, and the opportunity for growth — personal, professional, and financial — is unmatched.

Our team moves fast, takes ownership, and is deeply committed to the mission — operating with intensity, staying close to our customers, and pushing each other for excellence. We live by three values: Decisiveness, Simplicity, and Job's Not Finished. We act quickly on clear judgment over perfect information, we believe simplicity is what scales, and we're never satisfied with where we are. If you want to do the best work of your career alongside people who share that drive, we'd love to build with you.

At Harvey, the future of professional services is being written today — and we’re just getting started.

Role Overview

Frontline managers are the most important lever in GTM performance. They set the coaching culture, run team reviews, and decide whether reps are actually developing or just executing. Right now, we don't have a dedicated person helping our managers get better at that work. This role builds that program — and owns it end to end. The job is to build repeatable systems: a leader program that strengthens coaching habits and team effectiveness, a methodology reinforcement model that works in the flow of the quarter, and a new hire experience that gets NAMER reps ramped as fast as anyone. You define the vision, build the operating model, and track whether it's actually changing behavior.

What You'll Do

• Manager coaching program — Build and own a structured program for frontline managers: what great looks like in a coaching conversation, a team review, a development plan. Make it repeatable with governance and success metrics that scale beyond you.
• Methodology reinforcement — Translate our sales methodology into practical field behaviors and a reinforcement model that sticks long after the initial rollout.
• Rep skills programs — Own foundational skill-building programs managers can't run alone: discovery, competitive positioning, core seller skills. Build the architecture, drive adoption, measure behavior change.
• GTM process alignment — Partner with RevOps and Revenue Leadership to ensure coaching and training reinforce how we run the business.
• Measurement — Define what success looks like (manager adoption, behavior change, field productivity) and use that signal to continuously improve. You're accountable for outcomes, not just delivery.
• Manager Onboarding — Partner with our GTM Onboarding PM to develop best in class content and delivery for our newest managers.

What You Have

• 6–8 years in enablement, learning & development, program management, or a related GTM role — ideally at a high-growth tech company
• Proven track record building programs for frontline managers and leaders, not just individual contributors
• Familiarity with a structured sales methodology (MEDDPICC, Command of the Message, or similar) and experience translating it into field behaviors and reinforcement
• Strong program management instincts: governance, stakeholder rhythms, measurement frameworks — not just curriculum design
• You understand what drives durable behavior change and build for that, not just completion rates
• Ability to influence leaders and managers across functions without formal authority
• Strong communicator who can bring clarity and structure to ambiguous, build-from-scratch work

Compensation

$136,000 - $187,000 USD

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Harvey is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law. We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made by emailing [e-mail]