Manager, Sales Enablement

OpenKrill; United States; On-site; USD 119,000 - 161,000; Full time

Job summary

First Due is seeking a Manager of Sales Enablement to partner with GTM teams and drive accelerated revenue. This remote-US role focuses on ramping new AEs, building certification programs, and leveraging AI for coaching, rep self-service, and content personalization.

You will lead live sessions, review calls, and collaborate with Sales Directors while maintaining a single source of truth for collateral and tools.

Qualifications

• 5+ years in B2B SaaS sales, enablement, or related leadership roles.
• Proven impact on ramp time, win rates, or certification programs.
• Hands-on with Gong or similar platforms and modern outbound tooling.
• Fluent with AI for coaching, content, and automation.

Responsibilities

• Lead ramp and productivity initiatives; own time-to-first-deal for new AEs.
• Build and manage a tiered certification program with live practice.
• Leverage AI for coaching at scale and create reusable AI assistants.
• Ensure product and competitive fluency across the sales cycle.
• Audit collateral and maintain a single source of truth for tools.

Skills

B2B SaaS sales

Sales enablement

AI in sales

Gong usage

CRM workflows

Tools

Gong

LMS platforms

CRM systems

Job description

About First Due

First Due’s mission is to prevent first responder injury or death by providing fire and EMS agencies with transformative, end-to-end software solutions that empower them to run safer, smarter, and more effective operations.

Job Title: Manager, Sales Enablement

Location: Remote - US OnlyCountry: United StatesDepartment: SalesPosition Type: Full-TimeSalary: $140,000

Job Summary:

We are hiring a Manager, Sales Enablement to deeply partner with GTM and drive actionable accelerated outcomes. We want someone who sees the function of Sales Enablement as a revenue problem rather than a training problem. The job will be measured on ramp time, certification, and win rates, not on how much training gets delivered.

This is a highly hands-on role. You should expect to write the playbook and then run reps through it yourself: leading live sessions, reviewing call recordings, sitting in on demos, and building and managing the certification program.

Key Responsibilities:

• Rep ramp and productivity
• You will own time-to-first-deal for new AEs. Onboarding should be built around real pipeline, live customer conversations, and recorded calls, so that new hires are selling early rather than watching slide decks. You'll also build and manage a tiered certification program covering trade-show fluency, demo certification, and full-suite certification, with live evaluated practice at each level. Completing a video course doesn't count as a credential here.
• AI-driven coaching at scale We have more than 30 reps, so ride-alongs alone won't work. We expect you to use AI heavily: call analysis, coaching, content personalization, and rep self-service, built on our current GTM stack. In practice that means managing a coaching loop that surfaces deal risk, demo quality, talk-track adherence, and discovery gaps to each rep and their Regional Sales Director every week. It also means building reusable AI assistants for things like objection handling, battlecards, discovery prep, and account research. Every tool should be tied to an outcome. If something isn't moving win rate, ramp time, or activity quality, we stop paying for it.
• Product and competitive fluency An early and non-negotiable goal: every AE can hold a 15-minute overview conversation across the full product suite at a trade show without a solution consultant in the room. From there, the longer-term work is building the habits that let reps land and expand across RMS, ePCR, scheduling, training, command, and reporting from the first call, supported by competitive playbooks and displacement plays.
• Content and sales tools Audit the existing collateral in your first 60 days. Keep what reps actually use and what converts, and rebuild or retire the rest. Reps should never have to wonder which deck, pricing sheet, or battlecard is current, so part of this job is maintaining a single source of truth. The same standard applies to the tool stack: every tool should have an owner, an adoption target, and a connection to a sales metric.
• Partnership with sales leadership You'll partner closely with sales leadership to identify coaching priorities region by region. A significant part of the job is helping our four Regional Sales Directors become better coaches and ensuring reps receive consistent, actionable coaching. You'll also keep a tight loop with Solution Consulting and Product on demo discipline, sandbox usage, and new-feature enablement so that product launches turn into pipeline quickly.

Qualifications:

• Five or more years in B2B SaaS sales, sales enablement, sales engineering, or sales management, including experience directly supporting or owning enablement programs
• A track record you can point to: ramp time you reduced, win rates you moved, or a certification program that changed how reps actually sell
• Hands-on experience with Gong or a similar platform, modern outbound tooling, LMS platforms, and CRM workflows
• Real working fluency with AI. You are already building custom GPTs or similar assistants, automating call review, and using AI for coaching and content, not just reading about it
• Field credibility. Reps will trust you faster if you can take the call and run the demo yourself, so a background as a high-performing AE, sales manager, or sales engineer is a strong plus
• Experience selling into public safety, healthcare, govtech, or other vertical or regulated markets helps
• Comfort with ambiguity. We are moving fast, and you will not get a perfect org chart or a finished tech stack before results are expected
• Willingness to identify what's broken across content, tools, and sales execution and then help drive the fix

For US-based Roles

All applicants must be authorized to work for any US employer in the United States. Locality Media LLC is unable to sponsor or transition sponsorship ownership of employment visas at this time. Hiring is contingent upon candidates successfully passing a criminal background check. As part of the I-9 verification of authorization to work in the US, Locality Media participates in E-Verify.

Physical Demands and Work Environment

Reasonable accommodation may be made to enable qualified employees and applicants to perform the essential functions as outlined above. If you require an accommodation during the interview process, please reach out to [e-mail].

Working at First Due

First Due offers a comprehensive compensation and benefits package for eligible employees, including competitive pay, medical, dental, and vision coverage, FSA/HSA, 401(k), flexible PTO, a fully remote workplace, a technology stipend, opportunities for advancement, and other benefits and perks that sets our team apart. Visit www.firstdue.com to learn more.

If you are a resident of a state requiring wage transparency, please reach out to [e-mail] for a reasonable estimate of annual base compensation and any eligible incentive compensation. The actual compensation offered to successful candidates for roles may be higher or lower, based on non-discriminatory criteria including but not limited to relevant professional experience, geographic location, knowledge, skills, and abilities. This range will be reviewed on a regular basis.

First Due is an equal opportunity employer. We do not discriminate in any aspect of employment on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status, or any other protected status or class. We are committed to promoting an environment of respect, acceptance, diversity and inclusivity, and equal opportunity. Discrimination and harassment of any type in any form will not be tolerated.

When you apply for a role at Locality Media, LLC d/b/a First Due

we collect personal information such as identifiers (e.g., name, email, phone number), professional and employment information, education information, and information you provide in your application materials. We use this information to evaluate your candidacy, communicate with you, and manage our recruiting process. We may share this information with our service providers who assist with recruiting and background screening. We do not sell or share applicant personal information for cross-context behavioral advertising. We retain applicant information in accordance with our data retention policies. California residents have rights under the California Consumer Privacy Act (CCPA), as amended by the CPRA. For more information, please review our Candidate Privacy here.