Content Enablement Manager, GoCardless
£32.8-49.2k
Please note that whilst we strive to offer competitive compensation, our approach is to pay between the minimum and the mid-point (£32,800 - £41,000) of the pay range until performance can be assessed in role + Equity
2 days a week in office
Making payments easier for everyone
Be an early applicant
Making payments easier for everyone
501-1000 employees
Be an early applicant
£32.8-49.2k
Please note that whilst we strive to offer competitive compensation, our approach is to pay between the minimum and the mid-point (£32,800 - £41,000) of the pay range until performance can be assessed in role + Equity
2 days a week in office
501-1000 employees
Company mission
To become the world’s bank payment network.
Role
Who you are
- Essential: 3+ years in a revenue enablement, content marketing, or revenue operations role – ideally with experience managing a content system and/or proficient in owning systems
- Essential: Track record of creating and driving adoption of impactful enablement materials that move the needle on commercial outcomes
- Bonus: 2+ years in a commercial role (AE, CSM/AM, SDR, Partnerships, Marketing) with a proven understanding of the B2B sales lifecycle, preferably in SaaS or FinTech
- Commercial Acumen: Deep understanding of sales and customer success motions – you can spot what’s missing in a deck or playbook because you’ve been there
- Content Fluency: Exceptional writing and content development skills; able to simplify complexity into powerful narratives and assets
- Operational Rigor: Skilled at managing processes, systems, and workflows to keep enablement materials accurate, accessible, and impactful
- Collaboration & Influence: Comfortable working cross-functionally with senior stakeholders to align on messaging, needs, and outcomes
- Analytical Mindset: Able to track content performance and make data-driven decisions about what to scale, fix, or retire
- Bias to Action: You’re a self-starter who thrives in ambiguity and takes ownership to make things better without waiting to be asked
- The above is a guideline and we welcome applications from all backgrounds and experiences. If you feel like you have what it takes to do this role, please apply!
Desirable
- Experience working with enablement platforms (i.e Showpad, BigTinCan, Gong)
- Familiarity with SFDC, Revenue Intelligence, Buyer Enablement and/or content analytics tools
- Background in B2B fintech, payments, or high-growth SaaS environments
What the job involves
- At GoCardless, we’re on a mission to revolutionise how businesses get paid. As we scale, equipping our commercial teams with the right knowledge, tools, and content at the right time is critical to our success
- The Revenue Enablement Manager – Readiness & Content, ensures commercial teams have the right assets and plays at the right moment
- You own how enablement content is created, governed, distributed and optimised to support faster execution and higher quality deals, globally
- You work closely with the Global Enablement Lead, Product Marketing, Sales and Customer Success to ensure the enablement strategy is activated through governed, usable and revenue impacting content
- You’ll bring a mix of frontline commercial experience, strong content sensibility, and operational rigour to drive tangible business outcomes
- Develop and maintain a library of high-impact enablement content (pitch decks, one-pagers, playbooks, talk tracks, objection handlers)
- Partner with Product Marketing, Sales, and Customer ops teams to ensure messaging is consistent, relevant, and aligned to buyer needs
- Translate complex product/solution capabilities into digestible, value-led collateral for internal and external use
- Own the “last mile” of readiness: ensuring commercial teams know what to use, when to use it, and how to use it to influence pipeline
- Run content-specific enablement sessions and office hours to drive adoption and front line readiness
- Support customer enablement by collaborating with CSMs and CS Ops to create assets that drive onboarding, expansion, and retention
- Reinforce learning and coaching programmes through practical assets and templates
- Own and optimise our content management system to ensure content is easy to find, up to date, and used effectively
- Establish a process for content lifecycle management, working with stakeholders to audit and sunset outdated assets
- Track content performance and usage to continuously improve effectiveness and inform new asset creation
- Feed real execution needs back into enablement and GTM planning
- Act as a tactical bridge between Enablement and all commercial functions eg. Sales, Product, Legal, Pricing etc to ensure consistency and clarity
- Influence go-to-market motions by aligning enablement content to product launches, campaign initiatives, and market shifts with clear, ready to use materials
Our take
GoCardless has emerged to facilitate recurring payments, with a focus on streamlining the subscription economy. After securing $75M in 2019 for international expansion, the company now operates in over 30 countries, processing over $130B annually across more than 2500 for 100,000 businesses.
Recent advancements include the acquisition of Nordigen in 2022, enabling GoCardless to leverage OpenBanking functionality and establish a robust platform for direct bank-to-bank payments. The company also achieved an impressive $312 million in Series G funding in 2022. With a strategic eye on the future, GoCardless introduced GC Embed, a white-labeling product granting other payment providers access to its premier bank payment platform.
This success is underscored by the company's commitment to innovation, exemplified by its 2019 partnership with TransferWise, integrating foreign exchange rates into its services. GoCardless continues to evolve, navigating the complex landscape of recurring payments and staying ahead of competitors like Stripe and Square, who are beginning to enter the subscription economy. With a global footprint spanning the UK, France, the US, Ireland, Latvia, Portugal, and ANZ, GoCardless remains at the forefront of reshaping how businesses manage and process recurring payments on a massive scale.
Steph
Company Specialist at Welcome to the Jungle
Insights
Company
Funding (last 2 of 10 rounds)
Feb 2022
$312m
SERIES G
Feb 2021
$105m
SERIES F
Total funding: $634.5m
Company benefits
- Enhanced maternity, paternity and shared parental pay
- 27 days holiday (excl. bank holidays)
- Work-away scheme
- Health insurance
- 4 additional wellbeing days off per year
- Equity grant for all permanent employees
Company values
- Start With Why: We believe you can only do a job properly when you know why you are doing it. Understanding why we care about the problem motivates us to keep going until we’ve solved it
- Make it Happen: We work with urgency, and take personal accountability for getting things done in pursuit of our vision.
- Care Deeply: We care deeply about our impact on the world and those around us
- Act with Integrity: We do what’s right even when no one is watching. We don't see doing the right things as a choice — we act with integrity regardless of the cost
- Be Humble: We act without ego and don’t let excuses get in the way of achieving our goals. We believe life's too short for self-importance
Company HQ
Clerkenwell, London, UK
Articles
Leadership
Hiroki Takeuchi
(Co-Founder & CEO)Hiroki and Matt met when they were consultants. They started GoCardless during Y Combinator. Hiroki was previously a Business Analyst at McKinsey & Company.
Matt Robinson
(Co-Founder & Board Member)Started company supplying waiters to events while at school, before joining McKinsey. Founded Nested Estate Agents in 2015 where they currently serve as CEO.
People progressing
Beccy joined GoCardless as a Sales Development Representative in May 2018 and has since had 3 promotions to become Senior Manager.
Steph joined GoCardless as an Intern in the Compliance team 4 years ago and she's now the Manager of the team.
Salary benchmarks
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Diversity, Equity & Inclusion at GoCardless
Lena Tailor (Director of D&I)
- Given the large number of hires we have been making in recent months, we have continuously reviewed both our hiring processes and channels to eliminate bias. We’ve introduced programs that attract diverse talent and we continuously seek to create hiring experiences that are fair, transparent and accessible by all
- We are working on creating a transparent framework for how we grow and develop talent in a scaling organisation. This will include bringing more clarity on internal career opportunities and provide clear expectations on the behaviours we want to see aligned to our values and commitment to building an inclusive organisation
- We have introduced systematic processes to help ensure compensation decisions are data-driven, fair and competitive. We have also invested in Reward capability and expertise to ensure we bring pay equity into every step of the employee journey
- Thanks to these employee-led groups we have been able to further our efforts in voluntary diversity data collection this year, to develop support for parents and carers, offer community mentoring opportunities in partnership with Career Accelerator, help to raise awareness and empathy during significant events of the past year, and importantly, offer more employees a community of people with whom they share experiences and interests
- To strengthen our commitment to D&I we have recently appointed our first Director of Diversity & Inclusion, an experienced culture change leader, which will allow us to have a more strategic and systematic approach to building a diverse and inclusive organisation for the long term and as we scale
- The Director will work with the executive team and ERGs to define clear D&I targets that GoCardless will commit to achieving over the next three years, and to develop a structured roadmap of initiatives aligned with those targets
- This will create greater clarity and accountability across the entire organisation on D&I progress
- We’ve got a long way to go, but here’s how we’re doing as of June 2022 - Female Employees - 46% - Ethnic background - 32% - Identify as LGBTQIA - 10% - Neurodivergent - 9%
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