Sales Onboarding Program Manager

Coder; United States; On-site; USD 90,000 - 130,000; Full time

Job summary

Coder is seeking a Sales Onboarding Program Manager to own the onboarding curriculum from day one through full productivity. You will design ramp programs that span AE, SE, CSM, and FDE, with 30/60/90-day milestones and certification gates, aligned with product and sales processes.

You’ll partner with enablement, sales, and product leaders to keep content current, measure time-to-productivity, and iterate on the program.

Qualifications

• 4+ years in program management, enablement, or L&D, ideally in a B2B SaaS or technical sales environment.
• Ability to build structured, repeatable programs from scratch.
• Strong project management instincts: milestones, checklists, metrics.
• Comfort designing curriculum for commercial and technical audiences.
• Excellent written communication.
• Experience partnering cross-functionally with sales, product, and marketing.

Responsibilities

• Design and own the onboarding curriculum and certification framework for new hires across AE, SE, CSM, and FDE roles
• Build structured ramp timelines (30/60/90-day plans) with milestones and gates
• Partner with technical enablement, sales performance, and leaders to align content with product and process
• Track ramp metrics: time-to-productivity, certification completion, early performance indicators
• Coordinate logistics for cohort-based onboarding (live sessions, shadowing, exercises)
• Create and maintain scalable content/documentation so materials stay current
• Gather feedback from new hires and managers to refine the program
• Serve as primary point of contact for new hires during ramp

Skills

Program management

Enablement

L&D

B2B SaaS

Cross-functional collaboration

Project milestones

Tools

CRM/Sales enablement platforms

Job description

Coder's Revenue Enablement team is building out onboarding and ramp for every customer-facing function — SDR, AE, SE, CSM, and FDE. We're looking for a Sales Onboarding Program Manager who can own that curriculum end to end: designing, running, and continuously improving how new hires ramp from day one to full productivity.

This isn't a single-audience onboarding role. You'll build ramp programs that flex across distinct functions with different skill requirements — commercial, technical, and delivery — while keeping a consistent bar for what "ready" looks like across all of them. You'll work closely with our technical enablement and sales performance functions to make sure ramp content stays current with product, methodology, and process as the company scales.

What you'll do

• Design and own the onboarding curriculum and certification framework for new hires across AE, SE, CSM, and FDE roles
• Build structured ramp timelines (30/60/90-day plans) with clear milestones, checkpoints, and certification gates for each function
• Partner with technical enablement, sales performance, and functional leaders to keep ramp content aligned with current product, methodology (e.g., MEDDPIC, deal qualification frameworks), and sales/delivery process
• Track and report on ramp metrics — time-to-productivity, certification completion, early performance indicators — and use that data to iterate on the program
• Coordinate logistics and scheduling for cohort-based onboarding (live sessions, shadowing, certification exercises)
• Build and maintain a scalable content/documentation system so onboarding materials stay current as the team grows and product evolves
• Gather feedback from new hires and their managers to continuously refine the program
• Serve as the primary point of contact for new hires during their ramp period

What we’re looking for

• 4+ years in program management, enablement, or L&D, ideally in a B2B SaaS or technical sales environment
• Demonstrated ability to build structured, repeatable programs from scratch — not just run existing ones
• Strong project management instincts: you default to milestones, checklists, and metrics rather than ad hoc coordination
• Comfort designing curriculum for both commercial and technical audiences, or a fast learner's willingness to get conversant in technical sales motions
• Excellent written communication — you'll be creating a lot of the source material new hires learn from
• Experience partnering cross-functionally with sales, product, and marketing

About Coder

Coder is the leading platform for AI development Infrastructure, enabling enterprises to securely run human and AI-driven development workflows in consistent, governed environments. Coder provides self-hosted, agent-ready workspaces that unify developer productivity and platform governance. With Coder, enterprises can confidently evolve from human-only development to AI-assisted and autonomous workflows, without sacrificing security, compliance, or performance. Learn more at coder.com.

Interview process

We believe that the interview process should be transparent, consistent, and enjoyable. We value your time and hope to complete the interview process in two to four weeks, if schedules allow. Through your interviews, you will meet a mix of individual contributors, managers, and senior leaders.

AI use during the interview process

As an AI company, Coder embraces the use of AI tools, and we want to be transparent about our expectations as you navigate our interview process.

Not permitted

Using AI assistance during conversational interviews.

Permitted

Using AI tooling for take-home assessments. Please flag where and to what extent it was used in your take-home. Your submission will not be penalized for using AI as long as it is done honestly.

Our use of AI in hiring

We use AI tools to help manage our recruitment process efficiently and fairly. Specifically:

• Ashby and Brainerr help us review inbound applications by surfacing candidates who best match the role requirements we've defined. This tool does not make hiring decisions; it helps our team prioritize which applications to review first.
• Granola takes notes during our interview calls so our team can focus on the conversation with you.

All hiring decisions are made by humans. Our team reviews applications, conducts interviews, and makes final selections. AI tools assist us but never replace human judgment, and these practices are conducted in compliance with applicable data protection, AI governance, and labor laws. Your data is not used to train AI models.

In accordance with New York City Local Law 144, an independent bias audit has been conducted on 'Automated Employment Decision Tools'; results are available for Ashby.

If you're applying for a role at Coder and have questions about how we use AI in our process, or if you'd like to request information about the data we collect, please contact [e-mail].

Coder is a proud Equal Opportunity Employer

We are committed to providing equal employment opportunities to qualified applicants and do not discriminate on the basis of race, color, ancestry, religion, sex, pregnancy, gender, gender identity, gender expression, sexual orientation, national origin, age, marital status, genetic information, disability, protected veteran status or any other characteristic protected by federal, state, or local laws.