Ramp

Sales Enablement

New York, NY (HQ) · Mid · Full-time

Sponsorship not specifiedDetected 35 days ago

A/B TestingSalesCold OutreachProcurementOnboardingLeadershipMentoring

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.

Own the SDR Onboarding Program
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
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

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
Familiarity with Ramp's product surface: spend management, AP automation, procurement, treasury
Budget for intra-office travel
401(k), including employer match on contributions made while employed by Ramp

Centralized home-office equipment ordering
Health and wellness stipend
Weekly coffee stipend
100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
One Medical annual membership
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
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

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.

This listing is sourced directly from Ramp's careers page and normalized into a canonical job model.