Director, Commercial Enablement

Account Strategy & Planning

• Design and own a standard account strategy and planning framework (account segmentation, whitespace/growth mapping, stakeholder mapping) for net-new and existing accounts.

• Build and maintain account planning templates, documentation, and a clear standard for what “good” looks like.

• Define and manage the cadence and meeting expectations for account planning reviews (e.g., QBRs, renewal planning, strategic account reviews) in partnership with sales and account management leadership.

Opportunity Reviews & Deal Strategy

• Define and facilitate a consistent opportunity review and deal strategy process across the pipeline, from qualification through close.

• Build deal qualification frameworks and scorecards (e.g., MEDDPICC or a similar methodology) in partnership with sales leadership, and train the team to use them.

• Run and/or coach managers to run deal strategy sessions that sharpen win strategy, identify risk, and build close plans on key opportunities.

Forecasting & Pipeline Cadence

• Own the end-to-end cadence for forecast and pipeline review meetings — scheduling, agendas, prep materials, and follow-through on action items.

• Build and maintain forecast and pipeline review templates and manager prep toolkits.

• Partner with Commercial Operations to forecast and pipeline dashboards in Salesforce reflect the process design; this role owns the process and discipline, Commercial Operations owns the system and data.

• Act as the primary point of contact for process and adoption questions, routing tooling/system requests to Commercial Operations.

Coaching + Training & Education Program

• Design, launch, and manage an ongoing training and education program for sales and account management, spanning new-hire onboarding/ramp and continuous education (skills, product, industry, competitive).

• Own a certification and enablement roadmap, and measure completion, knowledge retention, and business impact.

• Select and manage enablement content and tooling (e.g., LMS, content/playbook repository) as needed.

• Serve as a hands-on coach to frontline managers and reps — live deal coaching, call reviews (including via conversation intelligence tools such as Gong), and skill-building on discovery, negotiation, and account strategy.

• Build a manager-as-coach framework and coach managers directly so effective coaching scales beyond this role.

• Establish regular coaching rhythms (1:1 shadowing, deal clinics, role-play, peer learning) and track adoption and impact.

Partnership with Marketing

• Partner with B2B marketing on campaign planning and launches, ensuring the commercial team has the messaging, talk tracks, and follow-up process to convert campaign activity into pipeline.

• Create a feedback loop from sales and account management back to marketing on lead/campaign quality and market response.

• Align sales plays, battlecards, and objection-handling content with marketing positioning and product messaging.

Process, Content & Continuous Improvement

• Document, standardize, and continuously improve core commercial processes and playbooks (new-logo sales, upsell/cross-sell, renewals).

• Own a central, current repository of enablement content, templates, and playbooks.

• Define and report on enablement KPIs — ramp time, quota attainment, win rate, forecast accuracy, and adoption of defined processes — to commercial leadership.
• A builder, energized by creating something from scratch rather than maintaining what already exists.

• A trusted strategic partner to sales and account management leadership.

• Equal parts strategist and hands-on coach, as comfortable designing a forecasting cadence as you are sitting in on a live deal review.

• A natural translator between process and people, able to make frameworks and playbooks something reps actually want to use.

• Skilled at leading through influence- you earn buy-in because you're genuinely useful, not because of a reporting line.

• Detail-oriented and adaptable - you build knowing the first version is a starting point and iterate from there.

• Energized by ambiguity and fast pace, comfortable standing up a new function without waiting for a fully-formed process to be handed to you.
• 7+ years in sales enablement, commercial enablement, sales operations, or sales/account management leadership, ideally in B2B SaaS or healthcare/health tech.

• Demonstrated experience designing and running account planning frameworks, opportunity/deal review processes, and forecasting cadences.

• Proven track record building and delivering sales training, onboarding, and ongoing education programs.

• Strong, demonstrable coaching skills — comfortable coaching both individual reps and frontline managers, one-on-one and in groups.

• Experience partnering with marketing to enable campaigns and translate them into pipeline.

• Excellent facilitation, written communication, and cross-functional influence skills; able to drive adoption without direct authority.

• Working familiarity with Salesforce and enablement or conversation-intelligence tools (e.g., Gong).

• Preferred:

• Experience in health tech, digital health, healthcare payer/provider, or telehealth.

• Familiarity with a formal sales methodology (e.g., MEDDPICC, Challenger, Command of the Message).

• Coaching or sales-methodology certification.
• An account planning framework and cadence adopted across the book of business, with a clear standard for plan quality and completion.

• A consistent opportunity review and forecasting cadence in place, with measurable improvement in forecast accuracy.

• A live onboarding/ramp and ongoing training program, with reduced time-to-productivity for new hires.

• A coaching rhythm embedded with managers, who are actively coaching their teams using a shared framework.

• At least one enablement playbook co-built with B2B marketing to support a campaign launch.

Role: Director, Commercial Enablement
Location: Remote, USA
Base Salary Range: $155,000 - $185,000 base + bonus + benefits
Our salary ranges are determined by role, level, and location. Individual pay is determined by work location, job-related skills, experience, and relevant education or training.