A remote Sales role at Ramp. Experience at a hyper-growth SaaS company with a similarly complex SDR tech stack
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Original listing text, shown exactly as published by the company.
Ramp's Sales Development organization is the engine of the company's top-of-funnel growth — one of the highest-output SDR teams in the industry, and a function that is expanding rapidly. With large cohorts of new reps joining every quarter and the entire organization now being asked to pitch a multi-product suite across procurement, AP, treasury, and expense personas, the way Ramp enables its SDRs has to change.
Until now, enablement has been manager-led, ad hoc, and reactive. That model worked when the product was simpler and the team was smaller. It doesn't scale to a large and growing SDR organization, quarterly cohorts of new hires who are mostly entering their first corporate environment, and a company-wide push to expand how SDRs position Ramp across the full product surface.
The SDR Enablement Manager is the hire that makes this transition real. You'll build and own the programs, systems, and infrastructure that take SDRs from onboarding to full productivity in 90 days, equip the full team to pitch multi-product, and create sustainable coaching infrastructure that helps managers develop their people — not just manage their numbers.
This isn't a content creation role. It's a performance improvement role. The measure of success is rep output, ramp speed, and meeting conversion — not programs delivered.
Own the SDR Onboarding Program
Build the Continuous Enablement Infrastructure
Build Coaching Infrastructure for Managers
Own AI and Systems Enablement
Translate Organizational Priorities into Field Tactics
SDR craft credibility is non-negotiable. You've done the job. You've run cold calls, built your own sequences, managed a book of leads, and know what it feels like to get an Amex or Concur objection in the first 20 seconds. That experience is what earns you the right to coach — without it, you have no standing with the reps you're here to develop. If you're coming from an L&D or content background without frontline SDR experience, this isn't the right role.
You build programs that outlast the launch. Every SDR leader we talked to described the same problem: training that spikes and fades. You've built programs that are still running without you — embedded in manager workflows, sustained by data feedback loops, refreshed on a cycle rather than rebuilt on request. You measure success by behavior change at day 90, not completion rates at day two.
You diagnose behavior, not just metrics. When a cohort's conversion rate drops, your first question is "what specific behavior is missing?" — not "what training should we run?" You can look at a rep's activity data, email reply rates, and call patterns and form a coaching hypothesis before opening a content calendar. You know the difference between a skill gap and an execution gap.
You're a builder, not just a user. Ramp's SDR tech stack is unusually complex — and it evolves constantly. You've built automated workflows, AI-assisted tools, or custom systems for SDR or sales use. You treat AI as infrastructure, not a novelty. An external candidate who can't operate at this level faces a significant productivity lag — this is a hard screen.
You translate organizational priorities into field-ready tactics. You've sat in a leadership meeting about a strategic shift and walked out with a set of specific discovery questions for the field — not a summary deck, not a follow-up action item, but a finished artifact. You understand that the gap between what leadership says and what a rep can execute in a five-minute cold call is exactly where enablement earns its value.
You improve things that don't need to be fixed. You have a track record of proactively redesigning programs when data told you they weren't working — before anyone asked. You don't run a static curriculum for 12 months. You challenge your own work, spread what top performers are doing, and treat each quarterly cohort as a new opportunity to get it right.
High agency and low analysis paralysis. In the time it takes someone else to build a task force, you've shipped a first version. You move fast, make something real, show it to the field, and iterate. The SDR organization at Ramp has a culture of creative experimentation — handwritten notes, field visits, AI tool building. You thrive in that environment.
You can create energy with smart incentives. You bring taste and creativity to SPIFFs and contests, and you know how to align incentives to specific behaviors and outcomes — while keeping the program simple enough that reps actually engage.
Why This Role, Why NowThe SDR org is at an inflection point. Large incoming cohorts are about to hit the floor — most of them entering their first corporate environment. The entire team is being asked to pitch a more complex, multi-product story across procurement, treasury, and AP personas. Managers are stretched, coaching is reactive, and the enablement infrastructure that built the team to its current size doesn't scale to where it's going.
Ramp has already proven the model: when SDRs get dedicated, structured enablement, performance improves measurably. The bet this hire represents is taking that proof point and making it available to every rep — not just a subset — through infrastructure that is repeatable, sustainable, and data-driven.
Near-term, there are cohorts to onboard, a multi-product readiness program to build from scratch, and a coaching infrastructure that doesn't yet exist. Longer term, this person shapes what SDR excellence looks like as Ramp's product continues to evolve and the definition of a great SDR continues to rise.
If you're energized by building in a high-standards, high-velocity environment, translating organizational priorities into field impact, and owning a function that directly determines whether the top of Ramp's revenue funnel performs — this is the role.
Ramp
Sales
109 open roles on Sydicom
Ramp is a finance automation platform offering corporate cards, expense management, and bill payment software. The company helps businesses streamline their financial operations and control spending.
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