Sales Enablement Specialist, Enterprise
Wise · Fintech & payments
Hybrid, 3 days/week in office: Austin, us; must live near Austin, TX
EnablementLarge company3 insiders to talk to
Still open · posted 18 days ago
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Senior Revenue Enablement Manager
Rogo · Fintech & payments
Hybrid: New York City; must live near New York City, in the office regularly
Sales enablement$175k–$200k base
Opens the job on Rogo's own careers site. Some companies ask you to create an account or click through another page first.
At a glance
What you'd actually do: Run onboarding ramp cohorts, certifications and coaching programs for sales, pre-sales, post-sales and SDR teams at an AI finance software company.
Pay
$175k–$200k base
$175k-$200k per ATS, plus equity
Where you work
Hybrid: New York City; must live near New York City, in the office regularly
Selling to
investment banks, PE funds, asset managers
Experience asked
6+ years
Your game plan for this job
0 of 5 doneMost people just hit Apply. Do these first and you show up with someone on the inside.
- 1Pick 2–3 people at RogoWe found 6 current reps: 3 AEs, 1 SDR managers. SDRs reply the most; they were in your shoes recently. See them ↓
- 2Send a short, curious noteAsk about their experience, not for a referral. We write it for you, with the role and what Rogo sells.
- 3Have a 15-minute chatGood questions for this role:
- What does a normal day look like for you?
- How did you land the job? What stood out in your interviews?
- How is the team doing on quota? What separates the people who hit it?
- How long do SDRs usually stay before moving up to AE?
- 4Apply, ideally with a referralIf the chat went well, ask if they'd refer you or point you to the hiring manager. Then apply and let them know so they can flag it.
- 5Prep for the role playSDR interviews almost always end in a mock cold call. Practice with the Rogo cheat sheet and the role-play guide.
Talk to someone at Rogo before you apply
A friendly message to a current rep is the best way to stand out. Ask about their experience, not for a referral.
Full job description
Why Rogo
Our mission is to transform global finance by empowering professionals at the world's top investment banks, private equity funds, and investment firms with AI that delivers unparalleled speed, accuracy, and insight. We're not just improving financial workflows; we're redefining them.
This is a unique opportunity to join a generational company driving transformation in one of the most important industries in the world. With a rapidly growing, global client base, proven product-market fit, and backing from world-class investors, we are scaling quickly and defining a new category of enterprise AI.
Our team is sharp, motivated, and deeply committed to Rogo’s mission. We take ownership of complex problems and stay relentlessly focused on our users. If you thrive in a fast-paced environment, demand excellence, and want to help build the future of finance, we invite you to join us.
The Role
Revenue Enablement at Rogo owns three pillars: Time to Revenue (onboarding and ramp), GTM Productivity (training, process, coaching), and Sustained Success at Scale (infrastructure, alignment, change management). You will join a small, high-leverage team and must be able to run every one of those programs independently, end to end, with a particular focus on building out Post-Sales enablement as the org continues to scale.
This is not a content or LMS-administration job. You will co-own Ramp cohorts of new hires across every role, certify reps and managers on new frameworks, and build and maintain the AI-powered systems that enable a lean team to do the work of many. You will be the face of Enablement to Post-Sales, Product and our global teams.
What You'll Own
1. Onboarding & Ramp (Time to Revenue)
Run the Ramp program end to end for every GTM role, with role-specific multi-week tracks for pre-sales, post-sales, and SDRs and new cohorts starting monthly.
Own the day-to-day machinery: calendar, instructors, content, daily new-hire recaps, weekly manager updates, and instructor heads-ups.
Track and report ramp against time-to-productivity milestones by cohort, role, and manager, and step in when someone is off-track.
Extend and evolve tracks as new roles and regions are added and as the product changes.
2. Certification & Skills (GTM Productivity)
Own the certification program for reps and managers: pitch and demo certifications and our value-selling framework, including scoring rubrics, cohort scheduling, and re-certification cadence.
Run and continually tune our AI role-play tooling so certification means “can say it correctly, under pressure, on demand” — not “sat through the training.”
Turn conversation-intelligence and call data into coaching: automated post-call feedback, deal-review insights, and targeted skill sessions with front-line managers.
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