Head of GTM Enablement

What You'll Do Build the enablement operating system Own the strategy, structure, cadence, and execution of enablement across sales, technical, and BDR, covering onboarding, ramp, and ongoing development. Design and run onboarding and personalized, role-based ramp programs built to measurably shorten the time it takes new AEs, SEs, TAMs, and BDRs to become productive. Run enablement as a system with a consistent weekly, monthly, and quarterly rhythm, so the right people absorb the right knowledge at the right moment. Sharpen field skills and deal execution Enable the field on the fundamentals that move deals: relevant security and product knowledge, persona-based pain discovery, new business meeting excellence (identifying use cases, bringing social proof, and quantifying pain), competitive positioning, and closing, including how to build durable champions inside accounts. Equip technical talent across pre and post sale to win the technical evaluation and drive successful proofs of value. Enable the BDR motion to generate more and better qualified pipeline. Coach from real conversations Ground enablement in what is actually happening in deals. Use call intelligence such as Gong and real customer conversations, rather than certification pass rates or content engagement dashboards, as your primary signal for what is working, where reps are stuck, and what to coach next. Turn those observations into specific coaching and interventions, and coach the frontline leaders so they reinforce the same behaviors. Work AI first Bring fluency in AI-driven workflows to make enablement faster and more efficient, and to systematize routine practices instead of doing them by hand. Use AI and performance data to build personalized enablement tracks that meet each rep where they are, instead of one size fits all training. Lead the function Hire, develop, and lead the enablement team, and set the standard by leading from the front. Drive cross-functional alignment proactively, anticipating what the field will need and getting ahead of it rather than reacting to inbound requests, and hold partners to clear commitments. Bring strong program management: named owners, clear timelines, refresh cadences, and follow through. How You'll Be Measured We measure enablement on outcomes, not activity. Your primary indicators are: Ramp time: how quickly new reps reach productivity milestones such as first pipeline generated and first deal, trending down over time. Sales participation rate: the percentage of customer-facing reps in productive motion and hitting plan, and how that moves quarter over quarter. Pipeline generation efficiency: more qualified pipeline produced per rep and per motion. Win rates: better conversion through the funnel and at close. Who You Are You have built and scaled a GTM or revenue enablement function inside a high-growth technology company, ideally through a scaling phase. You have deep experience enabling the full customer-facing org, including AEs, technical pre and post sale, and BDR or pipeline generation teams. Cybersecurity industry knowledge is strongly preferred. You understand the security buyer, the enterprise deal motion, and the competitive landscape. You are fluent in modern sales methodology such as MEDDIC or MEDDPICC and value-based messaging, and you have implemented it, coached leaders to it, and measured the behavior change it produces. You are metrics-driven. You set baselines, instrument the motion, and manage to leading and lagging indicators. You are a proven people leader who has hired, developed, and retained enablement talent. You are a strong program manager who ships on time and follows through. How You Operate You get your truth from real customer conversations and deal data, not from completion reports. You are a builder, not an administrator. You measure your work in behavior changed and deals progressed. You are a coach. You can listen to a discovery call and give a rep an audible they can use tomorrow. You see modern enablement as in the moment and systematized, not as a quarterly bootcamp or a static content page. You are proactive. You see what the field needs before it is asked for and drive alignment across functions to get ahead of it. You are commercially literate. You can read a forecast, spot an execution gap, and translate it into a coaching or content intervention. You hold a high bar but you don't let perfect get in the way of impact. Employee Benefits Our competitive benefits packages are designed to support our employees' well-being, both at work and at home. Our US based employees enjoy: Competitive compensation with equity and 401k Comprehensive healthcare with dental and vision coverage Flexible paid time off and paid holiday time off 12 weeks of new parent or family leave Personal and professional development resources For more details on our US benefits, or for information on our international benefits, please see here . Pay Transparancy Please note that the base pay range is a guideline and for candidates who receive an offer, the base pay will vary based on factors such as work location, as well as the knowledge, skills and experience of the candidate. In addition to a competitive base salary, this position is eligible for equity awards and may be eligible for sales commission or incentive compensation based on the role or function within the company. At Obsidian, we are proud to be an equal-opportunity employer. We value diversity and hire for talent, passion, and compassion. In compliance with federal law, all persons hired will be required to submit satisfactory proof of identity and legal authorization. If you have a need that requires accommodation, please contact accommodations@obsidiansecurity.com Information collected and processed as part of any job applications you choose to submit is subject to Obsidian’s Applicant . Base Salary Range $180,000 — $230,000 USD