Enablement Lead

Why This Role

This is a rare kind of seat: the first dedicated enablement hire on a Delivery team that is already the commercial engine behind a company scaling fast. You will not inherit a program, you will build one, and everything you create in your first year will shape how dozens of recruiters ramp, sell, and close for years to come. If you want to turn tribal knowledge into a real, living system and watch it move the numbers, this is that job.

About The Company

A fast-growing, venture-backed marketplace based in San Francisco that pairs specialized independent recruiters with AI-powered tools to help companies hire faster and more accurately. The company works with well-known, high-growth clients across technology, finance, and other industries, and has raised tens of millions of dollars from top-tier investors. The Delivery team is the group of recruiters who each own a full book of business, working directly with founders and senior talent leaders to drive the hires that generate the company's revenue. The team is scaling quickly, already more than two dozen strong.

About The Role

You will own how Delivery recruiters are onboarded, ramped, and continuously developed. You will design the ramp that takes a new recruiter from day one to their first placement in record time, then build the ongoing training that keeps the whole team sharpening its core motions: intake, diagnosing a stalling search, and closing exceptional talent. You will partner with Delivery leadership and the team's top performers to turn what the best people do into a repeatable program. This role is based in the San Francisco office and is fully in-person, because building this function well means being close to the team.

What You Will Own

• Onboarding and ramp: Design and run the end-to-end onboarding program for new recruiters, with a clear path from day one to first placement and on to a full book of business.
• Ongoing training: Build continuous development for tenured recruiters, from live sessions and coaching to playbooks, certifications, and refreshers on the motions that move fill rate.
• Vertical training and expertise: Partner with vertical leads to develop vertical-specific training so recruiters build real domain fluency across the markets they work in, from AI and ML engineering to go-to-market and beyond. Define what great looks like in each vertical and turn top specialists' knowledge into programs the whole team can use.
• Quality and consistency: Define what great looks like for each core motion, including intake calls, requirements gathering, submissions, and hiring manager management, and drive consistency across the team.
• Curriculum and materials: Turn tribal knowledge into structured, reusable content. Build the library, keep it current, and make it easy to find and use.
• Coaching and influence: Raise the team's expertise and its ability to influence stakeholders and partner with hiring managers, not just its command of process.
• Measurement: Instrument ramp and training so you can show impact on ramp time, quality, and fill rate, then iterate based on what the data tells you.

Who You Are

• You bring 4 to 7 years of relevant experience and have built enablement or learning and development programs before, ideally at an early or founding stage where you owned the whole thing rather than one slice of it.
• You have a background in hiring, recruiting, or HR tech, or you can get fluent in the recruiting craft fast. You understand what it takes to hire and manage talent.
• You are a builder. You are comfortable starting from a blank page plus a few scattered materials and turning that into a real, living program.
• You coach well. People trust you, learn from you, and change how they work because of you.
• You are data-minded. You measure whether your programs work, and you adjust when they do not.

Nice to Have

• Experience enabling a marketplace, sales, or recruiting delivery organization.
• Comfort with the tools of the trade: LMS or content platforms, call review, and basic analytics.
• Experience building learning or feedback systems using AI.

Compensation And Benefits

• $130,000 to $180,000 base salary plus competitive equity. Every employee is treated as an owner and co-creator.
• Premium healthcare: medical, dental, and vision, with 100% of the employee's cost covered and additional plans available for dependents.
• Corporate card with generous limits for commutes, client and team meetings, and weekend work expenses.
• Free lunch and dinner catered daily, plus unlimited snacks and drinks.
• Full access to a newly renovated gym with basketball and tennis courts, pools, sauna, and recovery rooms.
• Flexible, trust-based PTO.
• Annual company offsites in destinations like Hawaii, Tokyo, Sydney, and New York to align, reflect, and recharge as a team.
• 401(k) plan.