GTM Enablement Manager, Lattice
$106-132.5k
+ Stock Options
Employee success platform
Be an early applicant
Employee success platform
501-1000 employees
Be an early applicant
$106-132.5k
+ Stock Options
501-1000 employees
Company mission
To build cultures where employees and their companies thrive.
Role
Who you are
- 6–8 years of progressive, professional experience, including 2+ years in SaaS sales enablement; experience in selling, product marketing, sales management, and/or learning & development is preferred
- Experience owning end-to-end enablement programs or sales initiatives that drive measurable business impact
- Strong understanding of the sales motion, including discovery, demo, and deal strategy
- Ability to translate business problems into structured, scalable solutions
- Comfort working with GTM metrics and using data to inform decisions and measure success
- Proven ability to influence stakeholders and drive alignment across teams and levels
- Strong communication skills, both written and verbal
- Ability to manage multiple priorities and operate with a high degree of ownership
- Familiarity with GTM tools such as Gong, Salesforce, Mindtickle, and Guru
- Experience working in a multi-product SaaS environment (HR tech experience is a plus)
- A collaborative, enthusiastic attitude with a strong bias for action and a passion for empowering others to succeed
- If you feel that you meet some, but may not meet all of the qualifications we’ve listed here, we encourage you to apply
What the job involves
- We’re hiring a GTM Enablement Program Manager to own sales enablement strategy and performance across our Revenue organization (SMB, Mid-Market, and Upmarket)
- This role is responsible for improving how we convert pipeline into revenue. You will partner closely with Revenue Leadership to strengthen discovery, elevate deal strategy, and build consistent, high-quality sales execution across the funnel
- This is not a traditional training role. You will design and implement systems that drive behavior change through manager coaching, inspection, and clear performance signals
- You will connect enablement efforts directly to business outcomes and continuously refine your approach based on what drives results
- Sales Enablement Strategy:
- Own the enablement strategy across discovery, demo, and deal execution. Translate business priorities into focused initiatives that improve pipeline conversion and sales effectiveness
- Manager-Led Coaching Systems:
- Build frameworks, tools, and rhythms that enable managers to coach effectively on core sales skills. Partner with leaders to reinforce consistent coaching and accountability across teams
- Deal Execution & Sales Skills:
- Improve how reps run discovery, position value, and navigate deals. Develop scalable programs that strengthen deal strategy, stakeholder alignment, and overall execution quality
- Inspection, AI Workflows, & Performance Visibility:
- Leverage tools like Gong, Salesforce, and AI-driven workflows to create visibility into sales behaviors and performance trends. Integrate AI into rep and manager workflows (e.g. call analysis, coaching insights, deal inspection, and content creation) to improve efficiency and effectiveness. Define leading indicators and partner with leaders to inspect progress and drive accountability
- Measurement & Impact:
- Establish clear success metrics and connect enablement initiatives to pipeline, conversion, and revenue outcomes. Continuously iterate based on data and feedback
- Cross-Functional Alignment:
- Partner with Sales, Product Marketing, and RevOps to ensure alignment on messaging, processes, and priorities that impact Pre-Sales performance
- What success looks like:
- Managers consistently coach their teams on core sales skills with clear frameworks and expectations
- Reps demonstrate stronger discovery, clearer value articulation, and more effective deal progression
- Enablement initiatives are directly tied to measurable improvements in pipeline conversion and sales performance
- There is clear visibility into what is working, where gaps exist, and how to improve
Our take
Modern HR departments face many challenges, such as maintaining employee engagement, often across a distributed workforce. Lattice’s people success platform solves this problem.
Lattice enables companies to launch effective performance review cycles, implement OKRs and facilitate manager meetings, all of which are proven to drive engagement and productivity. Lattice’s solutions are now trusted by over 5,000 business leaders, including executives at Reddit, Slack and Cruise. And the company is now valued at over $3B, which is testament to industry confidence in its product.
Recently, the company has launched a London office, which will accelerate its international expansion, aided by some serious funding. Scaling in this way will be an instrumental part of their future success, allowing the company to compete with rival HR software providers, and become central to carving out the new world of work.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
109% employee growth in 12 months
Company
Funding (last 2 of 8 rounds)
Jan 2022
$175m
SERIES F
Mar 2021
$60m
SERIES E
Total funding: $329.4m
Company HQ
Rincon Hill, San Francisco, CA
Leadership
Sarah Franklin
(CEO)Prior to joining Lattice in 2024, Sarah spent 16 years at Salesforce, while there she held various roles, including President & CMO. She also worked at Amazon Web Services as the Head of Database Product Marketing.
Gabe Cortes
(CFO)Prior to joining lattice in 2023, Gabe served as the CFO of Included Health for 6 years. He also spent 3 years at Workday as VP of Finance and Senior VP of Global Field Operations.
Cheryl Sanclemente
(CMCO)Cheryl joined Lattice in 2024 as a Chief Communications Officer, moving into the role of Chief Marketing and Communications Officer in 2025. Previously, she spent 8 years at Salesforce, holding various roles while there, including Senior Director of Corproate PR and VP of Public Relations.
Amy Christensen
(CRO)Prior to joining Lattice in 2025, Amy was GM of americas/Head of Revenue at Asana. She also spent nearly 10 years at LinkedIn, holding various roles including Senior Director of LinkedIn Talent Solutions.
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