Onboarding Architect for Revenue Enablement

Cribl; Des Moines (IA); Remote; USD 137,000 - 175,000; Full time

Benefits offered by this job

health

dental

vision

short‑term disability

life insurance

paid holidays

paid time off

fertility treatment benefit

401(k)

equity

Job summary

Cribl is hiring an Onboarding Program Owner to architect, scale, and elevate how we ramp new revenue talent. This high-visibility role will own end-to-end onboarding strategy across multiple sales and technical roles, blending instructional design with AI-driven enablement.

You will drive ~5 bootcamps annually, develop certification milestones, and mentor frontline leaders. A remote-first culture enables time-zone flexible collaboration and real impact on ARR growth.

Qualifications

• 5+ years in sales enablement or revenue training in B2B SaaS.
• 3+ years owning onboarding for quota-carrying or technical sellers.
• Hands-on instructional designer and engaging facilitator.
• Fluency in enterprise sales methodologies (MEDDPICC, Command of the Message).
• Data-driven mindset with experience partnering with Revenue Operations.

Responsibilities

• Architect and maintain onboarding paths for sales, technical, and post-sales roles.
• Plan, facilitate, and deliver ~5 interactive bootcamps per year.
• Build AI-driven role-play scenarios and knowledge checks.
• Design post-onboarding skill baselines and gap readouts.
• Partner with RDs and tenured RSMs on mentorship tools.
• Collaborate with Revenue Operations to tie onboarding milestones to ARR.

Skills

Sales enablement

Instructional design

Facilitation

MEDDPICC

Data-driven mindset

Executive presence

Tools

Gong

Hyperbound

Seismic

Rox

Salesforce

LMS tools

Job description

Cribl is hiring an Onboarding Program Owner to architect, scale, and elevate how we ramp new revenue talent. This high-visibility role will own end-to-end onboarding strategy across multiple sales and technical roles, blending instructional design with AI-driven enablement.

You will drive ~5 bootcamps annually, develop certification milestones, and mentor frontline leaders. A remote-first culture enables time-zone flexible collaboration and real impact on ARR growth.