Go-To-Market Field Enablement Manager

Are you a hands-on, high-energy enablement leader who loves turning sales strategy into repeatable field execution? Do you enjoy driving measurable seller performance through impactful onboarding, coaching, and reinforcement? Are you excited to partner cross-functionally with senior leaders to build and scale a modern enablement function that helps teams win—again and again?

We’re looking for a GTM Field Enablement Manager to design, deliver, and measure live and hybrid onboarding and continuous learning programs that accelerate seller performance across key customer segments. You’ll conduct rigorous needs analyses and apply adult learning principles to translate business priorities into enablement that sticks—connecting skills and behaviors directly to revenue outcomes. You’ll also help scale program effectiveness and efficiency using cutting-edge technologies—including AI tools like ChatGPT (and other AI-assisted productivity tools where helpful)—to deliver high-quality enablement at pace.

At Ridgeline, how we work matters as much as what we build. Ridgeliners act like owners, choose growth over comfort, and communicate with transparency. We assume positive intent, bias toward action, and bring solutions—not just problems. We celebrate wins, learn from setbacks, and thrive in a resilient, collaborative, high-performing culture.
If this excites you, we invite you to be a part of our innovative team.

You must be work authorized in the United States without the need for employer sponsorship.

The impact you will have:

• Build engaging learning experiences across live workshops, manager-led coaching guides, simulations, role plays, and reinforcement assets

• Create a continuous learning cadence with quarterly themes, segment spotlights, and just-in-time reinforcement

• Facilitate high-impact onboarding sessions in live and hybrid formats that build confidence and capability quickly

• Conduct stakeholder interviews with top and mid-performing reps, sales leaders, and product partners to identify priority skill and behavior gaps

• Analyze win/loss trends, pricing concession patterns, pipeline health, and segment performance to pinpoint enablement opportunities

• Define clear competency outcomes and success measures tied to revenue impact such as ramp time, win rate, deal velocity, pricing integrity, and expansion performance

• Design role-based onboarding and continuous learning pathways that align to segment and product motion

• Pilot programs with targeted cohorts and iterate quickly based on feedback and performance data

• Develop assessments such as certifications, role-play scoring rubrics, knowledge checks, and in-field application exercises

• Coach new sellers through structured 1:1 sessions that diagnose skill gaps, reinforce best practices, and accelerate productivity

• Partner with frontline managers to embed coaching frameworks into weekly 1:1s, pipeline reviews, and forecast rhythms

• Build enablement toolkits that help managers reinforce learning with consistency, transparency, and shared accountability

• Track adoption and outcomes through dashboards and reporting, communicating progress and insights with clarity

• Own program evolution end-to-end by learning fast, acting decisively, and continuously improving what works for the field

What we look for:

• 5+ years of experience in enterprise B2B sales, sales enablement, and/or sales training

• Demonstrated ability to design and deliver onboarding and continuous enablement programs with clear milestones and measurable ramp-to-productivity outcomes

• Strong facilitation capability with experience leading workshops, simulations, and role-based training in live and hybrid environments

• Proven 1:1 coaching experience including call review, skill-gap diagnosis, and structured development planning tied to performance outcomes

• Experience partnering with frontline sales managers to embed coaching behaviors within operating rhythms such as forecast calls and pipeline reviews

• Data-driven approach to measuring enablement impact using revenue and performance metrics

• Clear communication skills with comfort presenting to senior leaders and influencing cross-functional partners

• Learning mindset with a bias toward action, resilience through iteration, and a collaborative approach to solving field problems

Bonus:

• Direct quota-carrying experience and/or frontline sales leadership

• Experience in investment management and/or SaaS, especially in complex, consultative sales cycles

• Background in adult learning methodologies and/or instructional design

• Experience building certification programs or structured sales competency frameworks

• Familiarity with CRM and revenue tooling such as Salesforce, Apollo, or similar for performance insights

• Experience enabling enterprise pricing, negotiation strategy, and value-based selling motions

About Ridgeline
Ridgeline is the industry cloud platform for investment management. It was founded by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry.
Ridgeline started with a clean sheet of paper and a deep bench of experts bound by a set of core values and motivated to revolutionize an industry underserved by its current tech offerings. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry and we are prioritizing security, agility, and usability to empower business like never before.
With a growing campus in Reno and offices in New York, Lake Tahoe, and the Bay Area, Ridgeline is proud to have built a fast-growing, people-first company that has been recognized by Fast Company as a “Best Workplace for Innovators,” by The Software Report as a “Top 100 Software Company,” and by Forbes as one of “America’s Best Startup Employers.”
Ridgeline is proud to be a community-minded, discrimination-free equal opportunity workplace.
Ridgeline processes the information you submit in connection with your application in accordance with the Ridgeline Applicant Privacy Statement. Please review the Ridgeline Applicant Privacy Statement in full to understand our privacy practices and contact us with any questions.
https://www.ridgelineapps.com/legal/candidate-privacy-policy

Compensation and Benefits
The typical starting salary range for new hires in this role is $137,500 to $162,500 OTE. Final compensation amounts are determined by multiple factors, including candidate experience and expertise, and may vary from the amount listed above.

As an employee at Ridgeline, you’ll have many opportunities for advancement in your career and can make a true impact on the product.
In addition to the base salary, 100% of Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Please check out our Careers page for a more comprehensive overview of our perks and benefits.