Opportunity at
MotiveGlobal Director, Role Readiness
The Global Director, Role Readiness runs the longer enablement programs that carry a go-to-market employee from internship through onboarding and into the first six months on…
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About This Role
The Global Director, Role Readiness runs the longer enablement programs that carry a go-to-market employee from internship through onboarding and into the first six months on the job. The portfolio serves Sales, Sales Development, Sales Engineering and Customer Success, and the director is judged by how quickly new hires become fully productive. The director is responsible for a group of 11 people, some of whom manage others, and sets measurable…
Job Description
The Global Director, Role Readiness runs the longer enablement programs that carry a go-to-market employee from internship through onboarding and into the first six months on the job. The portfolio serves Sales, Sales Development, Sales Engineering and Customer Success, and the director is judged by how quickly new hires become fully productive.
The director is responsible for a group of 11 people, some of whom manage others, and sets measurable targets for each program. Planned work includes building one internship framework shared by several go-to-market groups, refining role-based onboarding tracks by region and segment, and turning the ramp period into a clear route to full productivity. Bridge programs that prepare strong performers for senior roles, such as moving from SDR to AE, also sit in scope.
The role suits a leader who has grown onboarding and ramp programs at a quickly expanding software company, and who builds tools hands-on, such as AI-powered dashboards or roleplay simulators, rather than only managing programs. It also suits someone who can show how enablement affects pipeline, quota results and how long people stay.
Motive helps organizations that run field operations manage vehicles, drivers and fleet spending, and says it serves close to 100,000 customers. The position is full-time and on-site in the United States, with a pay range that depends on location.
Responsibilities
- Set the measures that matter most, such as how long people take to become productive, ramp results against quota and bridge-program success, and hold the team to targets
- Work with Sales Operations and sales leaders on attribution models that connect onboarding and ramp results to pipeline and retention
- Report program results to executive leadership and make the case for extra resources when warranted
- Build and launch one internship program with standard intake, a shared intern experience and a capstone route to a full-time offer
- Refine role-based onboarding tracks for GTM roles across regions, segments and functions
- Own the ramp period from month two through month six, using live sessions, self-paced study and hands-on practice
- Expand and manage bridge programs that move top performers into advanced roles
- Coach and lead the team of 11, making sure each program has an accountable owner, a deadline and visible status
- Coordinate with Legal, Finance, Marketing, Product and Sales Operations so training content stays current and adequately resourced
Requirements
- Seven or more years in sales enablement, with a record of building new-hire and ramp programs for a quickly expanding SaaS firm
- Real enthusiasm for how people are welcomed into a company and how their first months go
- Demonstrated skill in creating accountability structures so that leadership priorities turn into execution
- Experience leading managers of people, rather than solely individual contributors, on a comparable team
- Practical experience creating AI-driven enablement tools, for example dashboards or roleplay simulators
- Fluency in widely used sales frameworks and skill in fitting them to Motive's own method
- Experience applying formal measurement frameworks, such as the Kirkpatrick Model, to training and certification
- Track record delivering enablement initiatives worldwide across many markets, segments and job types
Qualifications
- Experience managing offshore teams or BPO operations
- Background at a company of roughly 5,000 employees or more, which the posting prefers
Core Skills
Benefits
- Health, pharmacy, optical and dental coverage
- Paid time off and sick time off
- Short-term and long-term disability coverage
- Life insurance
- 401(k) contribution
- Restricted stock units may form part of total compensation for certain roles
- Benefits are subject to eligibility requirements
Frequently Asked Questions
Answers are based only on the employer’s listing; where it doesn’t say, neither do we.
Where is this role located?
The role is based in the United States and is on-site.
How large a team does the director manage?
The director is responsible for a group of 11 people, some of whom manage others.
What salary range is stated?
Ranges by location: $239,000 to $299,000 USD in San Francisco, California; $229,000 to $286,000 USD for the New York area and Seattle, Washington; and $208,000 to $260,000 USD elsewhere in the U.S.
What experience is required?
Seven or more years in sales enablement, plus experience leading people managers.
Sample Interview Questions
AI-generated questions tailored to this specific role — a preview of the full practice set.