About Ramp

Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.

The problems are high-stakes, data-dense, and unforgiving.

We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.

The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.

If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.

About the Role

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.

What You'll Do

Own the SDR Onboarding Program

• Redesign and run the quarterly onboarding program for each incoming cohort of new SDRs, with the explicit target of full productivity by month three

• Build tracks that go beyond systems training — sales methodology, professional fundamentals, cold calling philosophy, email craft, and multi-product qualification basics

• Create resources SDRs will actually use on cold calls: specific discovery questions, objection handles, and qualifying language — not slide decks they'll close on day two

• Design the program so it can run without you — owned by managers, reinforced in weekly 1:1s, and refreshed with each new cohort rather than rebuilt from scratch

Build the Continuous Enablement Infrastructure

• Develop segment-transition programs ("SDR 201") for reps moving from SMB to Mid-Market and Enterprise — covering advanced competitive positioning, stakeholder mapping, and enterprise call dynamics

• Build and maintain multi-product readiness tracks for procurement, treasury, and AP personas — the product areas where the team currently has the least coverage and the most competitive exposure

• Run 2–4 targeted enablement sessions monthly based on real field data — declining metrics, new product pushes, emerging competitive threats — not a preset calendar

• Create lasting behavior change, not event-based spikes: if a program isn't running six months after you built it, something went wrong

• Bring creativity to incentives and performance pushes: design, test, and iterate on SPIFFs that SDRs actually care about (not generic rewards), with clear targeting, rules, and measurement

• Partner with SDR leadership to use incentives to drive specific behavior change (e.g., multi-channel adoption, better pre-qualification, new product motions), not just short-term volume

Build Coaching Infrastructure for Managers

• Translate SDR metrics into coachable behaviors — the gap between what managers can see in a dashboard and what they can actually coach is where performance gets lost

• Develop the tooling, frameworks, and rep-level data views that let managers diagnose a struggling rep's specific problem: is it the opener, the objection handle, the list quality, the follow-through on negative replies?

• Build mechanisms to identify and systematically spread what top performers are doing — from negative reply handling to multi-channel sequencing to long-cycle nurturing

• Partner with Sales Ops and the data team to build measurement infrastructure for the behaviors that matter but aren't yet tracked

Own AI and Systems Enablement

• Build the first structured AI enablement program for the SDR team — today it's volunteer-based showcases; you'll turn it into a floor that every rep operates above

• Surface and amplify the AI and tooling innovation already happening in the field: reps are building their own tools; your job is to formalize what works and spread it

• Run tool proficiency programs that close the gap between access and mastery — SDRs have what they need, but usage varies wildly

• Work cross-functionally with Sales Ops and the growth team to consolidate rep feedback into product and tooling improvements

Translate Organizational Priorities into Field Tactics

• Serve as the bridge between leadership priorities, product launches, and what SDRs actually hear and say on cold calls

• Turn a FinOps multi-product directive into 30 specific discovery questions SDRs can use in the next 30 days — not a summary of the initiative, not a deck to present at all-hands

• Own the SDR segment at the All Hands: present the enablement roadmap, celebrate top performer behaviors, and make the team feel like there's a person in their corner building for them specifically

• Partner with SDR leadership on the strategic program roadmap — you're not taking orders, you're a peer in the room

What We're Looking For

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 Now

The 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.

Nice to Have

• Experience at a hyper-growth SaaS company with a similarly complex SDR tech stack

• Background as an AE or SDR manager (not just SDR) — understanding of the full top-of-funnel motion

• Experience building AI-powered tools or workflows for SDR or sales use

• Familiarity with Ramp's product surface: spend management, AP automation, procurement, treasury

• Track record of building readiness or career development programs that created a pipeline into AE, AM, or management roles

Benefits available to all full-time Ramp employees (Global)

• Flexible PTO

• Unlimited AI token usage

• Centralized home-office equipment ordering

• Health and wellness stipend

• Budget for intra-office travel

• Weekly coffee stipend

United States

• 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents

• One Medical annual membership

• 401(k), including employer match on contributions made while employed by Ramp

• Fertility HRA (up to $10,000 per year)

• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay

• Pet insurance

• In-office perks: lunch, snacks, drinks, and more

• Relocation support to NYC or SF (as needed)

Canada

• Group medical, dental, and vision coverage through Sun Life

• Life, AD&D, and disability coverage

• Fertility drug coverage (up to $4,000 lifetime)

• Group Retirement Plan with employer match (RRSP + DPSP)

• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay

• Employee Assistance Program and virtual care through Lumino Health

United Kingdom

• Private medical insurance through Freedom Elite

• Virtual GP and at-home care via eMed x Livi

• Workplace pension through Penfold, with salary sacrifice option

• Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay

Referral Instructions

If you are being referred for the role, please contact that person to apply on your behalf.

Other notices

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

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