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If you’ve ever Googled “Sales Enablement job description ,” you’ve probably noticed a pattern.
Dozens of near-identical pages…
All giving you the same bullet points, the same bland “Responsibilities” and “Requirements” lists, and the same zero-personality filler.
The problem?
Those kinds of job posts might check HR boxes — but they don’t attract great Sales Enablement professionals.
They don’t speak to the driven, resourceful, and impact-focused people you actually want on your team.
They just get you a stack of generic applications from candidates who may not even understand what Sales Enablement really means.
Here’s the truth:
The best Sales Enablement talent isn’t looking for just another job. They’re looking for a team, a mission, and a role where they can directly influence revenue growth, sales productivity, and the company’s ability to win in the market.
If your job post reads like every other template online, you’re going to miss them.
That’s why in this guide, I’ll show you how to write a Sales Enablement job description that’s human, specific, and designed to convert — complete with real examples, breakdowns of why they work, and a ready-to-use template you can adapt for your company.
Before we dive in, if you haven’t read our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ , I recommend starting there. It covers the core principles that make job ads stand out — and why generic ones fail to convert top talent.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
What the Sales Enablement Role Actually Is
In plain English, Sales Enablement is all about giving your sales team the tools, training, content, and support they need to close deals more effectively.
Think of it as the bridge between your sales strategy and your sales execution. A good Sales Enablement professional makes sure your salespeople aren’t just busy — they’re productive, prepared, and focused on the right opportunities.
That means:
- Equipping reps with the right resources (playbooks, case studies, competitive battle cards, product demos).
- Running training sessions and onboarding programs so new hires ramp up faster.
- Collaborating with marketing to make sure sales materials actually address customer objections and move deals forward.
- Tracking sales performance data to identify where reps are winning and where they need help.
The best Sales Enablement professionals are part coach, part strategist, part content creator, and part data analyst. They work behind the scenes, but their impact is very visible: higher win rates, faster sales cycles, and a sales team that knows exactly what to do when it matters most.
Bottom line?
If your company is serious about scaling sales performance, Sales Enablement isn’t a “nice to have” — it’s a competitive advantage.
Two Great Sales Enablement Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
Version 1 — Job Description For Experienced Sales Enablement
📌 Job Title: Senior Sales Enablement Manager at BrightPath Software (Remote, USA)
💼 Type: Full-Time | Remote | $95,000 – $120,000/year (based on experience)
🕒 Schedule: Monday–Friday, flexible hours
🎥 A quick hello from our VP of Sales
(Insert Loom/YouTube link introducing the role and why it matters)
Who We Are
BrightPath Software builds enterprise solutions that help mid-sized companies streamline operations and grow faster. We serve 1,200+ clients in 14 countries — and our success is driven by one thing: a sales team that wins. We’re hiring a Senior Sales Enablement Manager to equip our reps with the tools, training, and strategies to close bigger, better deals.
Our Culture
Curiosity, measurable results, and genuine collaboration. Enablement, RevOps, and Sales work as one team here — you’ll have access, support, and budget to do meaningful work.
What We’re Looking For
- 5+ years in sales enablement, sales operations, or B2B sales leadership
- Deep understanding of SaaS sales cycles and enterprise buying processes
- Exceptional training, coaching, and presentation skills
- Ability to convert data insights into clear playbooks and action plans
- Experience building onboarding programs and sales playbooks
What You’ll Be Doing
- Build and deliver training that elevates skills across the funnel (prospecting → closing)
- Create and maintain playbooks, objection handling, and competitive battle cards
- Partner with Marketing to keep content relevant, accessible, and effective
- Analyze performance data to spot gaps and drive targeted interventions
- Own onboarding for new hires to accelerate ramp and consistency
Why This Role Is a Great Fit
- You’ll have leadership buy-in and real influence on revenue outcomes
- Scope to architect programs end-to-end (not just “content uploads”)
- A measurable mandate: faster ramp, higher win rates, and sharper execution
Perks & Benefits
- Medical, dental, vision + employer contribution
- Flexible PTO and paid holidays
- 401(k) with company match
- Annual professional development stipend
- Home office/equipment stipend
- 12 weeks paid parental leave
- Monthly wellness + internet stipends
Our Hiring Process
Every application is reviewed. You’ll hear from us within two weeks. Shortlisted candidates complete a structured interview loop and a short, scoped skills exercise (we respect your time). We follow up regardless of outcome.
📥 How to Apply
We use WorkScreen to keep hiring fair and skills-focused.
Apply here: (Insert WorkScreen application link) — complete the quick evaluation so we can understand your strengths beyond the resume.
Version 2 — Job Description For Entry-Level / Willing-to-Train Sales Enablement
📌 Job Title: Sales Enablement Coordinator (Entry-Level) at BrightPath Software (Hybrid – Phoenix, AZ)
💼 Type: Full-Time | Hybrid | $50,000 – $65,000/year (based on experience)
🕒 Schedule: Monday–Friday, standard business hours
🎥 Meet your future manager
(Insert Loom/YouTube link with hiring manager intro and day-in-the-life overview)
Who We Are
BrightPath Software helps mid-sized companies scale with confidence. Our sales team moves fast — and we’re hiring an Enablement Coordinator to keep training, content, and onboarding running smoothly.
Our Culture
Supportive, learning-oriented, and metrics-minded. We celebrate initiative and create real growth paths from coordinator → analyst → manager.
What We’re Looking For
- Strong communication and organization skills; you love creating order
- Comfortable with docs/slides/spreadsheets (Google Workspace or Microsoft 365)
- Clear writing and attention to detail (you can turn notes into tidy resources)
- Bonus: exposure to CRM/LMS tools (Salesforce, Highspot, Seismic, Lessonly)
- Growth mindset — you’re eager to learn the craft of sales enablement
What You’ll Be Doing
- Organize and update the content library (playbooks, battle cards, decks)
- Coordinate training sessions, onboarding calendars, and attendance
- Draft simple guides and checklists from SME interviews and call notes
- Pull weekly dashboards on adoption and training completion rates
- Gather rep feedback and surface insights to the Enablement Manager
Why This Role Is a Great Fit
- Ideal for someone breaking into revenue enablement with mentorship built-in
- Clear, supported path to higher responsibility and specialization
- You’ll see your work impact rep confidence and deal momentum within weeks
Perks & Benefits
- Medical, dental, vision + employer contribution
- Flexible PTO and paid holidays
- Commuter/parking assistance (for office days)
- Learning stipend and access to enablement certifications
- Home office/equipment stipend for hybrid setup
- Wellness programs and EAP access
Our Hiring Process
We review every application and aim to respond within 1–2 weeks. Expect a structured interview plus a short practical exercise (e.g., tidying a mini playbook and proposing an enablement checklist). We communicate outcomes to all applicants.
📥 How to Apply
We use WorkScreen to keep things fair and skills-forward.
Apply here: (Insert WorkScreen application link) — complete the evaluation so we can see how you think and work.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Sales Enablement Job Posts Work
We’re using the same evaluation lens from the master guide: clear titles, warm intros, salary transparency, respectful process, and a human tone.
1. Clear, Specific Job Titles
- “Senior Sales Enablement Manager at BrightPath Software (Remote, USA)” instantly communicates the role, seniority, company, and work arrangement — no guesswork.
- “Sales Enablement Coordinator (Entry-Level) at BrightPath Software (Hybrid – Phoenix, AZ)” tells candidates exactly what level they’re applying for, where they’ll work, and whether they need to commute.
Why it matters: clear titles act as filters — they attract the right applicants and save you from reviewing a pile of mismatched resumes.
2. Warm, Context-Driven Intros
Both versions open by telling the candidate what the company does, why the role exists, and how it fits into the bigger mission.
- Senior role: Emphasizes strategic impact (“equip reps with the tools, training, and strategies to close bigger, better deals”).
- Entry-level role: Highlights growth potential and learning environment (“supportive, learning-oriented, and metrics-minded”).
Why it matters: The intro sets the tone — and for top talent, tone is a big part of whether they’ll keep reading.
3. Transparent Salary & Perks
- Both job posts list a clear salary range and a separate perks & benefits section.
- Transparency signals trust and attracts serious applicants who are aligned with your compensation structure.
Why it matters: High-quality candidates are far more likely to apply when they know upfront if the offer meets their expectations.
4. Clear “Why This Role Is a Great Fit” Section
- Senior role: Focuses on influence, autonomy, and scope of work.
- Entry-level role: Highlights mentorship, career progression, and quick impact.
Why it matters: This section is your pitch — it tells the reader why this job at this company is worth their time over dozens of others.
5. Detailed Responsibilities Written for Humans
Instead of dumping generic bullets, the responsibilities describe impact + action:
- Senior: “Analyze performance data to spot gaps and drive targeted interventions”
- Entry-level: “Draft simple guides and checklists from SME interviews and call notes”
Why it matters: Candidates can visualize themselves in the role and see how their work connects to results.
6. Respectful, Transparent Hiring Process
Both versions spell out:
- Every application will be reviewed
- A clear timeline for response
- The type of interview and assessment to expect
Why it matters: It signals respect for candidates’ time and builds goodwill before the interview even starts.
7. Human Tone That Connects
The posts avoid jargon and overly formal phrasing — replacing “leverage synergies” with plain talk like “partner with marketing to keep content relevant” or “tidying a mini playbook.”
Why it matters: Top candidates want to work with people who communicate clearly and naturally. Your job post is the first clue about how your team talks and works.
Example of a Bad Sales Enablement Job Description (And Why It Fails)
❌ Job Title: Sales Enablement Manager
💼 Type: Full-Time
📍 Location: USA
🗓 Deadline: September 30, 2025
Job Summary
We are looking for a Sales Enablement Manager to oversee the enablement function in our company. This role will be responsible for ensuring the sales team has the necessary tools, resources, and training to be successful.
Key Responsibilities
- Develop and implement enablement strategies
- Create sales training programs
- Maintain sales content and resources
Requirements
- Bachelor’s degree in Business, Marketing, or related field
- 3–5 years of experience in sales enablement or similar role
- Strong communication and organizational skills
How to Apply
Send your resume and cover letter to careers@company.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. Generic Job Title
Just “Sales Enablement Manager” with no level, location specifics (beyond “USA”), or type of work arrangement. It doesn’t help the candidate self-qualify.
2. Cold, Vague Introduction
The intro tells what the role is but gives no context about the company, mission, or why the role matters. There’s no hook to keep the reader engaged.
3. No Salary or Benefits
Compensation is completely absent, which is a red flag for transparency. Candidates have no way to gauge if it’s worth their time to apply.
4. Bare-Minimum Responsibilities
The duties listed are vague and could be copied from any job board. There’s no sense of day-to-day priorities, impact, or collaboration.
5. Lack of Culture or Values
No insight into how the team works, what the environment is like, or what kind of person thrives here. This forces the candidate to guess — and top talent doesn’t guess.
6. Impersonal Hiring Process
The cold “Only shortlisted candidates will be contacted” feels dismissive. There’s no timeline, no clarity on steps, and no indication that the company respects applicants’ time.
7. Weak Call to Action
Ending with “send your resume” is transactional. There’s no motivation, no excitement, and no effort to inspire the right candidates to apply.
Bonus Tips to Make Your Sales Enablement Job Post Stand Out
Most hiring managers stop after listing responsibilities and requirements — but the best job posts go a step further. These small additions make a big difference in how candidates perceive your company and whether they hit “Apply.”
1. Add a Security & Privacy Notice for Applicants
Build trust early by showing candidates you value their data and safety.
Example:
“We take the security and privacy of all job applicants very seriously. We will never ask for payment, bank details, or personal financial information during any part of the hiring process.”
This signals professionalism and helps you stand out from scam-like postings that erode trust in online applications.
2. Mention Paid Leave or Flex Days
Sales enablement pros often juggle deadlines, training sessions, and cross-team demands — so time off is a big selling point.
Example:
“Enjoy up to 24 flex days off per year so you can recharge, focus on personal growth, and return with fresh ideas.”
3. Highlight Training & Growth Opportunities
This role attracts candidates who thrive on learning — so make it clear you’ll invest in their development.
Example:
“We invest in growth. You’ll get access to industry certifications, dedicated enablement training, and mentorship from experienced leaders to sharpen your skills and advance your career.”
4. Include a Loom or Video Introduction
A short video from the hiring manager or VP of Sales creates an instant human connection. Candidates see your personality, energy, and seriousness about the role — which helps you stand out from the sea of text-based posts.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Be Clear About Tools and Tech
Sales enablement professionals care about the stack they’ll work with. Listing your LMS, CRM, and content management tools shows you’re organized and modern.
Example:
“You’ll work with Salesforce, Highspot, and Lessonly — plus have input into new tools that improve our sales readiness.”
6. Add a “What Success Looks Like in 90 Days” Snapshot
This helps candidates visualize the job and self-assess their fit.
Example:
“Within 90 days, you’ll have delivered at least two targeted training sessions, launched a refreshed onboarding program, and improved content adoption metrics by 15%.”
Why You Shouldn’t Rely on AI Alone for Your Job Description
AI can be a great tool for drafting and polishing — but if you just type “Write me a Sales Enablement job description” into a chatbot and copy-paste the output, you’ll end up with something bland, cookie-cutter, and forgettable.
Here’s why relying on AI blindly can hurt your hiring:
- Generic language attracts generic candidates. Without your company’s voice, values, and context, the post won’t resonate with top performers.
- No cultural fit signals. AI won’t naturally convey your mission, leadership style, or expectations unless you feed it the details.
- Missed opportunity to stand out. The best candidates have seen dozens of AI-generated job posts — they can spot them instantly.
The Right Way to Use AI for a Sales Enablement Job Post
Think of AI as your editor, not your author. Feed it the right inputs, and it can help you structure, refine, and polish — but you have to provide the raw materials.
Example Prompt:
“Help me write a job description for our company, BrightPath Software. We’re hiring a Senior Sales Enablement Manager to help our sales team close deals faster by improving training, onboarding, and content resources. Our culture is collaborative, metrics-driven, and growth-focused. We want to attract candidates who are strategic, data-savvy, and excellent communicators. We offer a $95k–$120k salary range, full benefits, professional development stipends, and flexible PTO. Our hiring process includes a WorkScreen skills evaluation, structured interviews, and clear feedback timelines. Here are my rough notes on the role: [Paste your notes].”
With that level of detail, AI can:
- Suggest clearer phrasing
- Reorganize for flow
- Ensure no key information is buried
- Keep the tone consistent with your employer brand
Bottom line: AI should amplify your message, not replace it. The goal is a job post that’s uniquely yours — and that a high-caliber Sales Enablement professional will read and think: This is my kind of place.
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Need a Quick Copy-Paste Sales Enablement Job Description?
We get it — sometimes you just need something fast.
Maybe you’ve already read this guide and know what makes a great job post, but you still want a solid starting point you can edit and personalize.
That’s what this is.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description (Culture-First)
📌 Job Title: Senior Sales Enablement Manager at [Company Name] ([Location])
💼 Type: [Employment Type] | [Work Arrangement] (e.g., Remote/Hybrid/In-Office) | [Salary Range]
🕒 Schedule: [Work Schedule] (e.g., Mon–Fri, flexible hours)
🎥 Video from the Hiring Manager (1–2 min)
(Insert Loom/YouTube link: [Video Link] — Introduce the team, why the role matters, top 90-day priorities, and what success looks like.)
Who We Are
[Company Name] builds [what you build/do] to help [your customers] achieve [primary outcome/mission]. Our sales team is growing, and we’re hiring a Senior Sales Enablement Manager to ensure every rep is equipped, trained, and ready to win.
Our Culture
Collaborative, metrics-driven, and growth-focused. Enablement sits at the center of sales execution here—you’ll have access, support, and the budget to do meaningful work.
What You’ll Be Doing
- Design and deliver training that lifts performance across the funnel
- Build onboarding to ramp new hires quickly and consistently
- Create/manage playbooks, battle cards, and resource libraries
- Partner with Marketing on customer-focused content and messaging
- Analyze sales data to spot gaps and drive targeted interventions
What We’re Looking For
- [X]+ years in sales enablement/sales leadership (B2B/SaaS a plus)
- Strong coaching/facilitation skills and crisp communication
- Analytical mindset; you turn insights into action plans
- Familiarity with tools like [CRM/LMS/Enablement tools you use]
Why This Role Is a Great Fit
You’ll have executive buy-in, clear revenue impact, and freedom to architect programs end-to-end—not just “upload content.” Expect visible wins: faster ramp, higher win rates, and sharper execution.
Perks & Benefits
- [Health benefits] (medical/dental/vision)
- [Time off] (flexible PTO/paid holidays)
- [Retirement/bonus options] (e.g., 401(k) match/bonus eligible)
- [Professional development stipend]
- [Home office/equipment stipend]
- [Parental leave/wellness benefits]
Our Hiring Process
We review every application and respond within [timeline]. Shortlisted candidates will complete [interview steps] plus a short, scoped skills exercise (we respect your time). We follow up with all applicants.
📥 How to Apply
Apply via WorkScreen: [WorkScreen Link] and complete the quick evaluation so we can understand your strengths beyond the resume.
✅ Option 2: Structured Format (“Job Brief + Responsibilities + Requirements”)
Job Title: [Role Title] (e.g., Senior Sales Enablement Manager)
Reports To: [Hiring Manager Title] (e.g., VP of Sales)
Location: [Location] | [Work Arrangement]
Employment Type: [Employment Type]
Salary Range: [Salary Range]
Job Brief
[Company Name] is seeking a [Role Title] to improve sales productivity and win rates by delivering training, onboarding, and content programs that enable our reps to execute consistently.
Key Responsibilities
- Develop and deliver onboarding for new hires
- Maintain and optimize enablement resources (playbooks, battle cards, decks)
- Partner with Marketing to align messaging and materials to buyer needs
- Track/report program adoption and effectiveness; recommend improvements
- Provide ongoing coaching and skills development for reps and managers
Requirements
- [X]+ years in sales enablement or related revenue role
- Strong project management and communication skills
- Familiarity with [CRM/LMS/Enablement tools] (e.g., Salesforce, Highspot)
- Ability to translate data into clear action plans
Perks & Benefits
- [Health benefits]
- [Time off]
- [Professional development allowance]
- [Home office/commuter stipend]
How to Apply
Submit your application via WorkScreen: [WorkScreen Link] and complete the evaluation.
Let WorkScreen Handle the Next Phase of Hiring
You’ve put in the work to create a job description that speaks directly to the kind of Sales Enablement professional you want on your team. But a great job post is only the first step — the real challenge is identifying your best candidates quickly and confidently.
That’s where WorkScreen.io comes in.
WorkScreen helps you:
- Quickly spot your top applicants
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
- Assess real skills — not just resumes
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
- Eliminate low-effort applications
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
Why It Works for Sales Enablement Roles
Sales Enablement is a high-impact function — the wrong hire can slow down your sales team, cost revenue, and create inefficiencies. WorkScreen helps you make smarter, data-driven decisions so you can hire the right person the first time.
🚀 Ready to put your Sales Enablement job post to work?
create your posting, share it anywhere, and let WorkScreen handle the evaluation process while you focus on running your team.
FAQ — Sales Enablement Job Descriptions
Look for a combination of strategic thinking and execution ability. Core skills include:
- Training & Coaching: The ability to deliver impactful onboarding and skills development programs.
- Content Creation & Management: Developing sales playbooks, battle cards, and customer-facing materials.
- Data Analysis: Measuring enablement program effectiveness and linking it to revenue outcomes.
- Cross-Functional Collaboration: Partnering with marketing, sales leadership, and product teams.
- Change Management: Guiding teams through new tools, processes, and strategies smoothly.
- Communication Skills: Explaining complex ideas clearly and persuasively to sales teams.
Salaries vary depending on experience, location, and company size. On average:
- Entry-level Sales Enablement Coordinators: $50,000–$65,000/year
- Mid-level Sales Enablement Managers: $75,000–$95,000/year
- Senior/Director-level Sales Enablement: $100,000–$140,000+/year
Companies in competitive markets or the SaaS sector often offer higher salaries, especially if the role has a direct impact on revenue metrics.
While both support sales teams, Sales Enablement focuses on equipping reps with training, content, and coaching to improve performance. Sales Operations focuses on processes, tools, and data management to ensure the sales engine runs smoothly. They work closely together but have distinct goals.
The best time is when your sales team starts to scale beyond what managers can directly train and support. This is typically when you have multiple reps, complex products, and a need for standardized onboarding and sales processes.
Track metrics such as:
- Ramp time for new hires
- Win rates and quota attainment
- Content adoption and usage rates
- Training completion and post-training performance improvements
- Sales cycle length reduction
