Sales Enablement Manager, Multiverse
Onboarding
More information about location
1-5 days a week in office
Upskilling platform for AI and Tech adoption
Open for applications
Upskilling platform for AI and Tech adoption
501-1000 employees
Open for applications
More information about location
1-5 days a week in office
501-1000 employees
Company mission
To provide equitable access to economic opportunity, for everyone.
Role
Who you are
- This role is ideal for someone who is energized by program building, obsessed with first impressions, and passionate about helping others succeed
- 3+ years in Enablement, Learning & Development, or quota-carrying Sales roles in a high-growth tech environment
- Proven experience designing or managing sales onboarding programs with measurable business impact
- Strong grasp of adult learning principles, instructional design, and facilitation techniques
- Familiarity with sales methodologies such as Command of the Message, MEDDPICC, or Challenger
- Excellent project management, content development, and stakeholder engagement skills
- Fluent in enablement tools and systems (e.g., Gong, Salesforce, Guru, LMS platforms)
- Creative, proactive, and passionate about helping teams thrive through structured, human-centered onboarding
What the job involves
- We’re looking for a Sales Enablement Manager (Onboarding) to lead onboarding strategy, delivery, and iteration for our fast-growing Sales and Customer Success teams across EMEA
- You’ll be responsible for ensuring every new hire—from BDRs to Account Managers to Sales Leaders—ramps with clarity, confidence, and impact
- You’ll work closely with GTM leaders, Product Marketing, and RevOps to design a seamless, role-specific onboarding experience that accelerates time-to-productivity and sets the tone for long-term success.
- Onboarding Ownership
- Own and continuously evolve onboarding programs across all Sales segments in EMEA (BDRs, AEs, AMs, and Sales Managers)
- Design and deliver modular onboarding paths that balance global consistency with regional and role-specific needs
- Develop field-relevant, high-impact content (e.g., playbooks, quick starts, manager toolkits) to support new hire success
- Partner with hiring managers to ensure every onboarding cohort is well-supported and goal-aligned
- Program Delivery & Facilitation
- Facilitate or coordinate live sessions for onboarding cohorts—including product, messaging, tools, process, and methodology
- Leverage LMS, Notion, Gong, and async tools to create engaging learning experiences within the flow of work
- Standardize onboarding operating rhythms (kickoffs, wrap-ups, feedback loops) for consistent learner experience
- Manager Enablement
- Equip frontline managers with the tools, training, and communication flows they need to coach new hires effectively
- Launch manager onboarding guides, enablement kits, and coaching cadences that reinforce early rep performance
- Act as a trusted partner to sales leadership on team readiness, coaching expectations, and onboarding success
- Measurement & Optimization
- Define and track onboarding KPIs, including time-to-first-deal, early-stage pipeline generation, and manager engagement
- Use Gong insights, survey data, and performance analytics to refine programming and prioritize improvements
- Collaborate with RevOps to build onboarding dashboards and share regular reporting with key stakeholders
- Cross-Functional Collaboration
- Partner with Product Marketing and Commercial Strategy to integrate new product, messaging, and process changes into onboarding
- Work with Enablement, Ops, and Talent teams to deliver a consistent and scalable new hire experience
- Support onboarding planning for large-scale moments (e.g., new segment launches, hiring spikes, GKO onboarding tracks)
- Success Metrics:
- Within 3–6 Months
- Launch revamped onboarding programs for at least two roles or segments (e.g., BDRs, AEs)
- Achieve ≥4.3/5 onboarding satisfaction score in post-program surveys
- Reduce ramp time to first deal or key milestone by 15–20% compared to previous cohort baseline
- Implement manager enablement playbook with 75%+ adoption across pilot teams
- Deliver onboarding cohort health summaries and insights to GTM leaders monthly
- Within 6–12 Months
- Drive 20%+ improvement in early-stage pipeline creation or deal progression among new hires
- Launch consistent onboarding paths for Sales Managers and CS segments
- Improve tool adoption (Gong coaching comments, LMS completions, Guru views) across onboarding cohorts
- Maintain onboarding NPS ≥8.5 from hiring managers and team leads
- Establish onboarding as a trusted, scalable engine for rep success across the EMEA region
Salary benchmarks
Our take
In today's tech-driven workplace, skills like digital marketing, software engineering, product design, and data analysis are pivotal. Traditional pathways to acquiring these skills are evolving, with coding schools like Makers Academy challenging the necessity of a formal Computer Science degree.
Recognizing the need for inclusive pathways, apprenticeships have gained prominence, spurred by government mandates like the 2016 levy. Multiverse (formerly WhiteHat) exemplifies this shift, offering opportunities for all to reskill and thrive in the tech industry.
Embracing a mission of accessibility and innovation, Multiverse's recent strategic moves, including acquiring Californian AI firm, Searchlight and attracting top-tier talent, underscores its commitment to excellence. Partnering with industry giants like Google and Facebook, Multiverse is driving transformative change, democratizing access to tech education.
Steph
Company Specialist at Welcome to the Jungle
Meet the team
70 people
Gary, Chief Learning Officer
Our mission
Unlocking economic opportunity and potential for individuals and orgs by closing skill gaps through measured, applied, guided and equitable learning.Company
Employee endorsements
Opportunities to learn
"Whether that's the content in the course you are teaching of which you're developing a deeper understanding, weekly CPD (continuous professional..."
Funding (last 2 of 5 rounds)
Jun 2022
$220m
SERIES D
Sep 2021
$130m
SERIES C
Total funding: $414m
Company benefits
- Quarterly M-Powered Days to refresh and recharge
- End of Year Company Shut Down
- A focus on wellbeing with access to Spill therapy support, an Employee Assistance Programme and an internal Wellbeing working group.
- 45 days of work from abroad per year
- Free access to Wellhub's Starter, Basic and Bronze plans (free gym + more)
- 27 days holiday, plus 1 life event day and 2 volunteer days
- Full Medical Insurance coverage through Bupa, and your medical history is disregarded.
- Life Insurance coverage through AIG. This benefit pays out 3x your base salary to your beneficiaries.
- Our Cycle to Work scheme enables bike ownership with up to 42% savings
- Tech scheme: you can purchase new electronics, including accessories, up to £1,000, and spread the cost through 12 interest-free monthly repayments.
- Workplace Nursery benefit is provided by Enjoy Benefits and is there to help employees with the cost of childcare at a nursery setting.
Company values
- We believe in equality of opportunity
- We treat others as we want to be treated
- We adopt an owner mentality
- Development is at our core
- We make decisions based on facts and logic
- We don’t take ourselves too seriously
Company HQ
Paddington, London, UK
Articles
Leadership
Euan Blair
(CEO)Prior to founding Multiverse, Euan was the UK CEO of Sarina Russo Group, an employment and training provider with more than 1,500 staff worldwide and a turnover exceeding £100 million.
People progressing
Peppa is VP of Go-To-Market, UK&I. She joined Multiverse as an Account Executive in the Go To Market Team and was promoted to Regional Director within 7 months, then progressed to Area Vice President.
People breakdown
13%
11%
6%
68%
2%
Asian
Black or African American
Multiracial / Multiethnic
White
Unknown
Last updated on 10 September 2024
Diversity, Equity & Inclusion at Multiverse
Serena Vaughan (Career Mobility Lead)
- We want to be a leader in Diversity, Equity & Inclusion (DEI), so we’re working hard to drive the change we want to see in the world, inside Multiverse.
- Everything we do in the DEI space is undertaken with the goal of being representative of the geographies in which we operate – and our apprentice community. Gender diversity has been a long-term challenge for the tech world. We're proud that 55% of our UK Team identify as women, this increases to 64% of our Global Leadership Team (director level and above). We're also proud of our thriving LGBTQQIAAP community, comprising 11% of our UK Team.
- We're committed to improving the diversity of our workforce, at all levels. We continue to invest in early talent through our in-house apprenticeship scheme – something we know is a fantastic route into our organization for exceptional talent from a diversity of backgrounds.
- Last year we identified improving the diversity of our Global Leadership Team (director level+) internally as an area of focus. Steps that we took included introducing robust DEI monitoring processes, rolling out Inclusive Recruitment Training to all staff involved in the hiring, and launching our first internal, Global Leadership Accelerator program.
- We’re proud that in the last 12 months, the representation of colleagues from ethnic minority backgrounds at director+ levels, globally, has increased from 6% to 19%. This is good progress but we still have work to do and are committed to building a leadership team that is representative of our colleagues and of the communities we serve.
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