Global Revenue Onboarding Program Manager

About Enablement & the Role

Enablement exists to be a strategic partner to our GTM roles—building role proficiency through clear, scalable programs that align to business priorities. We drive accountability and adoption so teams execute with confidence, deliver exceptional customer experiences, and achieve our revenue outcomes.

As Global Revenue Onboarding Program Manager, you’ll own Apollo’s global 30/60/90-day Revenue onboarding and ramp program. Your customer is anyone entering a “new seat”—whether through external hiring, an internal move or promotion, or an acquisition—across AE, AM, BDR, Solutions Consulting, and GTM Engineering.

You’ll take an established program and evolve it into a world-class onboarding experience that is hands-on, role-relevant, measurable, and connected to what new hires are expected to do on the job. This role combines program management with performance enablement: success is measured by readiness, proficiency, and time to productivity.

We’re looking for a self-starter, builder, and creative innovator who doesn’t wait to be told what to do. You see opportunities, bring forward ideas, and move with precision and intent to turn them into reality. You’re comfortable independently running a complex global program, setting the plan, driving decisions, and holding yourself and others accountable to execution.

Most importantly, you love the new-hire experience. You’ll be one of the first faces of Apollo Revenue for our new hires and set the tone for their journey. You care deeply about making people feel welcomed, connected, confident, and equipped to succeed—and you bring the energy, creativity, and operational rigor to make that experience exceptional at scale.

What You’ll Do

Own the global onboarding journey. Lead the end-to-end 30/60/90-day program across Revenue roles and regions, creating one integrated experience that builds common GTM foundations before branching into role-specific learning at the right moments.

Define and measure readiness. Establish learning outcomes, weekly milestones, assessments, certifications, and clear proficiency signals. Partner with Revenue Operations to connect learning progress with behavior, activity, and leading performance indicators and provide leaders visibility into ramp.

Build learning that reflects the job. Create hands-on curricula and learning paths centered on practice, application, and feedback. Partner with Field Enablement to translate complex product, methodology, and GTM concepts into role-specific behaviors and connect onboarding to ongoing development.

Make managers part of the system. Build clear manager expectations, coaching moments, tools, and readiness signals into the first 90 days. New-hire success is shared accountability; design the program to make that ownership visible.

Launch a global New Hire Buddy Program. Build a peer-to-peer learning program that helps new hires navigate Apollo, build relationships, and accelerate productivity while creating meaningful development opportunities for existing Revenue team members. Distribute new-hire learning and support across Enablement, managers, teams, and buddies.

Lead a global, cross-functional program. Orchestrate Field Enablement, Product, Product Marketing, Revenue Operations, managers, and SMEs to keep content current and credible. Deliver globally across the Americas and EMEA, leveraging regional partners to scale while maintaining consistent standards.

Build an AI-forward learning experience. Use AI where it makes learners measurably better—from personalized learning and practice to faster feedback and scalable content. Continuously evaluate emerging AI and learning technology to keep Apollo’s onboarding experience modern and effective.

Stay close to the learner. Facilitate foundational learning and maintain a direct connection to new hires and managers. Use their experience, feedback, and performance data to continuously improve the program you own.

What We’re Looking For

Onboarding & program expertise. 5+ years of experience in Revenue/Sales Enablement, onboarding, learning program management, or a related GTM role, ideally in SaaS or a high-growth environment. You’ve owned or meaningfully evolved an onboarding program before and can apply those lessons here.

Exceptional operational discipline. Highly organized and rigorous about project plans, timelines, dependencies, and follow-through. You thrive on turning a complex, multifaceted global program into a simple, well-orchestrated experience for learners, managers, and partners—and you don’t let details or commitments fall through the cracks.

Performance orientation. You think beyond completion rates and learner satisfaction. You know how to define proficiency and connect learning to readiness, behavior, ramp, and business outcomes.

Learning architecture. You have experience building role-based curricula, learning paths, assessments, certifications, and hands-on experiences that translate complex concepts into practical on-the-job behaviors.

Strong program leadership. You can bring structure to complexity, manage multiple audiences and workstreams, and influence stakeholders and SMEs across Sales, Product, Marketing, Operations, and Enablement without formal authority.

AI & technology fluency. You have hands-on experience using AI and modern learning technology to improve how people learn, practice, receive feedback, and build proficiency—and you actively explore new tools and approaches.

Manager & field partnership. You understand the role frontline managers and Field Enablement play in successful ramp and know how to build accountability, coaching, and reinforcement into the learner journey.

Facilitation & communication. You’re as comfortable designing the program as you are facilitating with new hires, communicating with leaders, and turning complex information into clear, engaging learning experiences.

Builder mindset. You’re energized by taking something that already works, identifying where it can be better, and evolving it as the business scales.

The listed Pay Range reflects the total cash compensation inclusive of annual base salary and annual bonus as applicable. For sales roles, the range provided is the role’s On Target Earnings ("OTE") range, meaning that the range includes both the sales commissions/sales bonus target and annual base salary for the role. This salary range may be inclusive of several career levels at Apollo and will be narrowed during the interview process based on a number of factors, including the candidate’s experience, qualifications, and location. Applicants interested in this role who are not located in the US may request the annual salary range for their location during the interview process.

Additional benefits for this role may include: equity; company bonus or sales commissions/bonuses; 401(k) plan; at least 10 paid holidays per year, flex PTO, and parental leave; employee assistance program and wellbeing benefits; global travel coverage; life/AD&D/STD/LTD insurance; FSA/HSA and medical, dental, and vision benefits.

Annual Pay Range

$125,600—$157,000 USD