GTM Enablement Lead

A Better Built World At Miter, we’re on a mission to help construction contractors build with confidence.

If we’re successful, we’ll make it easier and faster to build critical physical infrastructure - roads, bridges, utilities, data centers, housing, etc.

For decades, construction and field services contractors have had to run their businesses on outdated software: clunky, on-premise systems created in the 1980s and 1990s.

That’s where Miter comes in.

We’re using AI and embedded payments to rebuild the core HR, finance, and operations systems that underpin our physical economy.

Using Miter, contractors like Marathon Electrical, W.

O’Neil, and Truebeck Construction are building stronger teams, controlling job costs, and accelerating jobsite execution.

This idea is resonating.

Since we launched in 2021, we’ve grown to thousands of customers and tens of millions in ARR, making us one of the fastest growing vertical software companies ever.

To double-down on our momentum, we’ve raised $50M+ from top investors (Bessemer, Coatue, and Battery) who share our belief that we’re just getting started.

About the Team & How We Work

As the GTM Enablement Lead, you'll design and run the onboarding experience that turns every new sales hire into a top‑performer, build the ongoing training that keeps the team razor‑sharp on product, methodology, tools, and the competitive landscape.

You’ll partner directly with Sales, Marketing, and Product to bring new solutions to market.

This is a brand‑new role, and you'll be the first person at Miter to own it end to end!

You'll build this for a GTM org that spans new business, upsell expansion, and channel partners, which means the programs you design need to flex across very different sellers and sales motions rather than a single one‑size‑fits‑all playbook.

You'll do this with executive visibility from day one, working shoulder to shoulder with our Head of Sales and CRO to shape how a fast‑growing sales team scales.

This is a big opportunity to build a function from scratch inside a company still early in defining how it goes to market.

What You'll Do

• Own Sales Enablement end to end — design, build, and run the enablement program across new business acquisition, upsell/expansion, and channel partner teams.
• Build onboarding that shortens ramp — design and run a new hire onboarding experience for sales team members that supports faster proficiency.
• Run continuous training — develop and deliver ongoing programming on product, sales methodology, tools, and competitive intelligence so the team keeps pace with a fast‑changing market.
• Commercialize new products and features — partner with Sales, Marketing, and Product to translate roadmap into go‑to‑market plans the field can execute, from launch through adoption.
• Instrument what's working — use enablement tooling and data to track ramp time, content usage, and win rates, and turn that into insight leadership acts on.
• Manage the enablement tech stack — evaluate and run the tools, including AI‑driven platforms, that deliver and track training.
• What You'll Need
• 3+ years of experience in Sales Enablement, Sales Operations, or a GTM Strategy role.
• Enablement platform ownership.

You've stood up and administered an LMS or enablement platform from scratch, building certification paths, gating content by role and stage, and tracking completion against ramp milestones.

• AI-native program delivery.

You use AI to build role plays, generate call scorecards, produce battle card updates from call recordings, and scale coaching beyond what a manager could do alone.

• Conversation intelligence fluency.

Hands‑on experience with call recording platforms like Gong, including building trackers, scoring calls against a methodology, and pulling deal‑stage evidence to support your point of view.

• Analytics and reporting.

You can work directly in Salesforce reporting and spreadsheets to connect enablement activity to outcomes: new hire productivity by cohort, ramp attainment vs., trailing baseline, win rate deltas pre/post certification.

You can build and present performance themes to leadership.

• Experience exceeding variable targets yourself, or a demonstrated ability to enable high‑performing sales teams.
• Nice to have: experience guiding a sales organization through a significant process, product, or organizational change.
• Our Interview Process
• Recruiter Screen
• Hiring Manager Interview
• Presentation Round
• Executive Interview
• Our Benefits
• Competitive Compensation: We offer competitive (well above “market”) salary, commission, and equity packages.
• Medical Insurance: Comprehensive medical, dental, FSA, vision plans to suit you and your family’s needs.
• 401(k) Retirement Plan: Company‑matched contributions to help you plan for your future.
• Flexible PTO: Take the time you need to recharge and be your best self.
• Parental Leave: Generous 16‑week paid leave for all parents, including adoptive and foster parents.
• Learning & Development: We offer every employee an annual educational allowance to explore external professional development.
• Office Extras: Snacks, coffee, lunch, and commuter benefits for in‑office Mitosaurs.
• Community: Company‑wide and team‑specific off‑sites per year.
• Hybrid vs. Remote Approach

We believe the magic of Miter comes from working side by side.

We also believe in work flexibility.

For roles that are listed as hybrid, our approach is 3 days a week in the office giving us the chance to connect, brainstorm, and build stronger relationships.

If you live within a reasonable commute to either our New York City or San Francisco offices, we ask that you work in our hybrid approach.

Otherwise, for roles listed as remote or in other cities where we don't have an office location, there is no requirement to work in our hybrid approach.

We do travel a few times a year for onboarding, company‑wide and team specific off‑sites!

Equal Opportunity

Miter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression.

We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Use of Artificial Intelligence in Our Hiring Process

Miter uses AI‑assisted tools as part of our hiring process to help our recruiting team manage and review applications more efficiently.

We want to be transparent about how this works.

What the AI does: When you apply to a role at Miter, an AI tool may review your application against the specific qualifications and requirements posted for that job.

This tool identifies whether your experience appears to meet, partially meet, or not meet each stated requirement, and it provides supporting evidence from your application for every assessment it makes.

What the AI does not do: The AI does not make hiring decisions.

It does not reject, advance, or rank candidates on its own, and it does not assign you a numerical score.

Every application is reviewed by a member of our recruiting team, who makes the final call on whether you move forward.

The AI is a tool that helps our team prioritize their time across a high volume of applications.

It is not a substitute for human judgment.

What information it uses: The tool evaluates the application materials you submit (your resume and any other application content) against role‑specific criteria our team has defined.

It does not pull information from external sources such as social media or professional networking profiles, and personal identifying information is removed from your materials before any AI review takes place.

Human oversight: Our recruiting team periodically reviews how these tools are performing to check for unintended patterns in outcomes, and we retain the ability to override any AI‑generated assessment at any time.

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