Coder's Revenue Enablement team is building out onboarding and ramp for every customer-facing function — SDR, AE, SE, CSM, and FDE. We're looking for a Sales Onboarding Program Manager who can own that curriculum end to end: designing, running, and continuously improving how new hires ramp from day one to full productivity.
This isn't a single-audience onboarding role. You'll build ramp programs that flex across distinct functions with different skill requirements — commercial, technical, and delivery — while keeping a consistent bar for what "ready" looks like across all of them. You'll work closely with our technical enablement and sales performance functions to make sure ramp content stays current with product, methodology, and process as the company scales.
Design and own the onboarding curriculum and certification framework for new hires across AE, SE, CSM, and FDE roles
Build structured ramp timelines (30/60/90-day plans) with clear milestones, checkpoints, and certification gates for each function
Partner with technical enablement, sales performance, and functional leaders to keep ramp content aligned with current product, methodology (e.g., MEDDPIC, deal qualification frameworks), and sales/delivery process
Track and report on ramp metrics — time-to-productivity, certification completion, early performance indicators — and use that data to iterate on the program
Coordinate logistics and scheduling for cohort-based onboarding (live sessions, shadowing, certification exercises)
Build and maintain a scalable content/documentation system so onboarding materials stay current as the team grows and product evolves
Gather feedback from new hires and their managers to continuously refine the program
Serve as the primary point of contact for new hires during their ramp period
4+ years in program management, enablement, or L&D, ideally in a B2B SaaS or technical sales environment
Demonstrated ability to build structured, repeatable programs from scratch — not just run existing ones
Strong project management instincts: you default to milestones, checklists, and metrics rather than ad hoc coordination
Comfort designing curriculum for both commercial and technical audiences, or a fast learner's willingness to get conversant in technical sales motions
Excellent written communication — you'll be creating a lot of the source material new hires learn from
Experience partnering cross-functionally with sales, product, and marketing
Coder is the leading platform for AI development Infrastructure, enabling enterprises to securely run human and AI-driven development workflows in consistent, governed environments. Coder provides self-hosted, agent-ready workspaces that unify developer productivity and platform governance. With Coder, enterprises can confidently evolve from human-only development to AI-assisted and autonomous workflows, without sacrificing security, compliance, or performance. Learn more at coder.com.
We believe that the interview process should be transparent, consistent, and enjoyable. We value your time and hope to complete the interview process in two to four weeks, if schedules allow. Through your interviews, you will meet a mix of individual contributors, managers, and senior leaders.
As an AI company, Coder embraces the use of AI tools, and we want to be transparent about our expectations as you navigate our interview process.
Not permitted: Using AI assistance during conversational interviews.
Permitted: Using AI tooling for take-home assessments. Please flag where and to what extent it was used in your take-home. Your submission will not be penalized for using AI as long as it is done honestly.
We use AI tools to help manage our recruitment process efficiently and fairly. Specifically:
Ashby and Brainerr help us review inbound applications by surfacing candidates who best match the role requirements we've defined. This tool does not make hiring decisions; it helps our team prioritize which applications to review first.
Granola takes notes during our interview calls so our team can focus on the conversation with you.
All hiring decisions are made by humans. Our team reviews applications, conducts interviews, and makes final selections. AI tools assist us but never replace human judgment, and these practices are conducted in compliance with applicable data protection, AI governance, and labor laws. Your data is not used to train AI models.
In accordance with New York City Local Law 144, an independent bias audit has been conducted on "Automated Employment Decision Tools"; results are available for Ashby.
If you're applying for a role at Coder and have questions about how we use AI in our process, or if you'd like to request information about the data we collect, please contact [email protected].
We are committed to providing equal employment opportunities to qualified applicants and do not discriminate on the basis of race, color, ancestry, religion, sex, pregnancy, gender, gender identity, gender expression, sexual orientation, national origin, age, marital status, genetic information, disability, protected veteran status or any other characteristic protected by federal, state, or local laws.