Sales Enablement | SDR

Навыки

• After Effects
• Холодные звонки
• Конверсия
• Дашборды и витрины
• Решения на данных
• HR-процессы
• Лидерство

О компании и продукте

• Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
• The problems are high-stakes, data-dense, and unforgiving.
• We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
• The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.

Задачи

• OWN THE SDR ONBOARDING PROGRAM
• Redesign and run the quarterly onboarding program for each incoming cohort of new SDRs, with the explicit target of full productivity by month three
• Build tracks that go beyond systems training — sales methodology, professional fundamentals, cold calling philosophy, email craft, and multi-product qualification basics
• Create resources SDRs will actually use on cold calls: specific discovery questions, objection handles, and qualifying language — not slide decks they'll close on day two
• Design the program so it can run without you — owned by managers, reinforced in weekly 1:1s, and refreshed with each new cohort rather than rebuilt from scratch
• BUILD THE CONTINUOUS ENABLEMENT INFRASTRUCTURE
• Develop segment-transition programs ("SDR 201") for reps moving from SMB to Mid-Market and Enterprise — covering advanced competitive positioning, stakeholder mapping, and enterprise call dynamics
• Build and maintain multi-product readiness tracks for procurement, treasury, and AP personas — the product areas where the team currently has the least coverage and the most competitive exposure
• Run 2–4 targeted enablement sessions monthly based on real field data — declining metrics, new product pushes, emerging competitive threats — not a preset calendar
• Create lasting behavior change, not event-based spikes: if a program isn't running six months after you built it, something went wrong
• Bring creativity to incentives and performance pushes: design, test, and iterate on SPIFFs that SDRs actually care about (not generic rewards), with clear targeting, rules, and measurement
• Partner with SDR leadership to use incentives to drive specific behavior change (e.g., multi-channel adoption, better pre-qualification, new product motions), not just short-term volume
• BUILD COACHING INFRASTRUCTURE FOR MANAGERS
• Translate SDR metrics into coachable behaviors — the gap between what managers can see in a dashboard and what they can actually coach is where performance gets lost
• Develop the tooling, frameworks, and rep-level data views that let managers diagnose a struggling rep's specific problem: is it the opener, the objection handle, the list quality, the follow-through on negative replies?
• Build mechanisms to identify and systematically spread what top performers are doing — from negative reply handling to multi-channel sequencing to long-cycle nurturing
• Partner with Sales Ops and the data team to build measurement infrastructure for the behaviors that matter but aren't yet tracked
• OWN AI AND SYSTEMS ENABLEMENT
• Build the first structured AI enablement program for the SDR team — today it's volunteer-based showcases
• you'll turn it into a floor that every rep operates above
• Surface and amplify the AI and tooling innovation already happening in the field: reps are building their own tools
• your job is to formalize what works and spread it
• Work cross-functionally with Sales Ops and the growth team to consolidate rep feedback into product and tooling improvements
• TRANSLATE ORGANIZATIONAL PRIORITIES INTO FIELD TACTICS

Требования

• SDR craft credibility is non-negotiable
• You've done the job
• You've run cold calls, built your own sequences, managed a book of leads, and know what it feels like to get an Amex or Concur objection in the first 20 seconds
• That experience is what earns you the right to coach — without it, you have no standing with the reps you're here to develop
• If you're coming from an L&D or content background without frontline SDR experience, this isn't the right role
• You build programs that outlast the launch
• Every SDR leader we talked to described the same problem: training that spikes and fades
• You've built programs that are still running without you — embedded in manager workflows, sustained by data feedback loops, refreshed on a cycle rather than rebuilt on request
• You measure success by behavior change at day 90, not completion rates at day two
• You diagnose behavior, not just metrics
• When a cohort's conversion rate drops, your first question is "what specific behavior is missing?" — not "what training should we run?" You can look at a rep's activity data, email reply rates, and call patterns and form a coaching hypothesis before opening a content calendar
• You know the difference between a skill gap and an execution gap
• You're a builder, not just a user
• Ramp's SDR tech stack is unusually complex — and it evolves constantly
• You've built automated workflows, AI-assisted tools, or custom systems for SDR or sales use
• You treat AI as infrastructure, not a novelty
• An external candidate who can't operate at this level faces a significant productivity lag — this is a hard screen
• You translate organizational priorities into field-ready tactics
• You've sat in a leadership meeting about a strategic shift and walked out with a set of specific discovery questions for the field — not a summary deck, not a follow-up action item, but a finished artifact
• You understand that the gap between what leadership says and what a rep can execute in a five-minute cold call is exactly where enablement earns its value
• You improve things that don't need to be fixed
• You have a track record of proactively redesigning programs when data told you they weren't working — before anyone asked
• You don't run a static curriculum for 12 months
• You challenge your own work, spread what top performers are doing, and treat each quarterly cohort as a new opportunity to get it right
• High agency and low analysis paralysis

Будет плюсом

• Experience at a hyper-growth SaaS company with a similarly complex SDR tech stack
• Background as an AE or SDR manager (not just SDR) — understanding of the full top-of-funnel motion
• Experience building AI-powered tools or workflows for SDR or sales use
• Familiarity with Ramp's product surface: spend management, AP automation, procurement, treasury
• Track record of building readiness or career development programs that created a pipeline into AE, AM, or management roles

Условия

• AVAILABLE TO ALL FULL-TIME RAMP EMPLOYEES (GLOBAL)
• Flexible PTO
• Centralized home-office equipment ordering
• Health and wellness stipend
• Budget for intra-office travel
• Weekly coffee stipend
• UNITED STATES
• 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
• One Medical annual membership
• 401(k), including employer match on contributions made while employed by Ramp
• Fertility HRA (up to $10,000 per year)
• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
• Pet insurance
• In-office perks: lunch, snacks, drinks, and more
• Relocation expense coverage to NYC or SF (if needed)
• Group medical, dental, and vision coverage through Sun Life
• Life, AD&D, and disability coverage
• Fertility drug coverage (up to $4,000 lifetime)
• Group Retirement Plan with employer match (RRSP + DPSP)
• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
• Employee Assistance Program and virtual care through Lumino Health
• UNITED KINGDOM
• Private medical insurance through Freedom Elite
• Virtual GP and at-home care via eMed x Livi
• Workplace pension through Penfold, with salary sacrifice option

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