Senior Manager, Revenue Enablement

About PrePass

PrePass® is North America's most trusted weigh station bypass and toll management platform. We’re transforming how the transportation industry operates—creating solutions that keep trucks moving safely, efficiently, and compliantly. This means making bold decisions and building systems that support not only fleets but the broader economy. It all starts with enabling commercial vehicles to keep rolling with seamless toll management, weigh station bypass, and safety solutions. It’s what we do best, and we do it to meet the demands of the road every day.

That’s why people join us: our solutions are implemented in real-time, on highways and interstates across the nation, helping fleets go farther, faster. This work challenges and rewards, presenting complex problems that need ambitious answers. We hire bold thinkers with a heart for impact, a passion for progress, and the optimism to shape the future of transportation.

About the Role

PrePass is establishing a Revenue Enablement function within Revenue Operations, and we are looking for a Senior Manager, Revenue Enablement to define its strategy, operating model, and long-term impact. Reporting to the Director of Revenue Operations, you will build a scalable function that connects onboarding, training, content, field readiness, and technology adoption to measurable revenue outcomes.

You will manage a Revenue Training & Enablement Specialist from the outset and help define and grow the team as the function evolves. During the first 12–18 months, you will serve as a player-coach—setting the strategic direction while personally building programs, content, and processes. This is a remote position based in the United States.

Essential Responsibilities

Enablement Strategy and Function Design

• Define and own a multi-year Revenue Enablement strategy, including the function’s scope, services, success measures, and approach to scaling alongside the Revenue organization.
• Own the Revenue Enablement operating model from intake and definition through development, field readiness, measurement, and optimization.
• Establish the enablement roadmap and prioritization framework, serving as the central point of entry for enablement requests across the Revenue organization.
• Manage the recurring enablement calendar for planned training, reinforcement activities, product readiness, and business-unit-specific initiatives.
• Evaluate existing programs and processes, operationalizing what is effective and evolving areas that require improvement.

Onboarding, Content, and Field Readiness

• Own structured new-hire onboarding for Revenue roles, including SMB Sales, Upmarket Sales, Customer Success, and FleetDrive 360 Sales.
• Develop role-specific onboarding paths covering systems, processes, resources, workflows, and performance expectations.
• Partner with HR and IT on foundational onboarding and core curriculum while owning business-unit and role-specific enablement from development through delivery.
• Translate Product Marketing inputs into field-ready playbooks, talk tracks, objection-handling guides, call scripts, and proof points aligned with buyer needs and growth goals.
• Personally develop programs and content during the function’s early stages while establishing scalable standards for future contributors.
• Own the structure, governance, and ongoing maintenance of the Revenue content library in Confluence.

Cross-Functional Partnership and Technology Adoption

• Serve as the strategic connector among Sales, Marketing, Product, Product Marketing, Customer Success, and Revenue Operations to align enablement priorities with go-to-market strategy.
• Coordinate product-launch readiness and change management for Revenue-facing updates in partnership with Product, Product Marketing, Revenue Operations, and GTM Systems.
• Partner with Revenue Systems to support tool adoption, change rollouts, process reinforcement, and AI-powered workflows.
• Prepare Revenue teams to adopt and gain value from GenAI tools, predictive scoring, automated routing, and other emerging capabilities.
• Collaborate with Sales and Customer Success leaders to identify skill gaps, reinforce processes, and improve coaching effectiveness.
• Partner with Marketing to maintain brand alignment across sales materials, training resources, and event enablement.

People Leadership and Team Growth

• Manage, coach, and develop the Specialist, Revenue Training & Enablement – SMB Sales.
• Lead the function’s transition from a small enablement team to a broader, scalable organization.
• Define the roles, capabilities, and resources needed to support the function’s continued growth.
• Build investment cases and participate in hiring additional enablement team members as business needs evolve.
• Establish clear expectations, development plans, and performance measures for the team.

Measurement and Business Impact

• Define enablement KPIs in partnership with Revenue Operations and connect enablement activities to productivity, pipeline health, win rates, and revenue outcomes.
• Establish consistent methods for measuring program adoption, field readiness, effectiveness, and business impact.
• Report enablement performance, insights, and recommendations to senior leadership on a recurring cadence.
• Use data and stakeholder feedback to refine programs and improve enablement investments over time.

What Success Looks Like in the First 6–12 Months

• Assess the current state of onboarding programs, the intake process, the content library, and the enablement calendar to determine what is working and where greater focus is needed.
• Operationalize a consistent and visible intake, development, delivery, and measurement framework.
• Establish structured onboarding paths for SMB Sales, Upmarket Sales, and Customer Success, with the goal of measurably reducing ramp time.
• Implement a content-governance model that defines where materials are stored, who owns them, and how they remain current.
• Partner with Revenue Systems to prepare Revenue teams to adopt and gain value from AI-powered tools as they are introduced.
• Establish enablement KPIs that connect training and readiness activities to pipeline health, win rates, productivity, and revenue outcomes.
• Develop a team-growth plan and define the roles and capabilities needed to scale the function.

Requirements

Qualifications

• Ten or more years of experience in Sales Enablement, Revenue Enablement, Revenue Operations, or a closely related function.
• At least five years of experience leading people, programs, or an enablement function.
• Proven success managing and developing individual contributors, ideally through periods of growth, organizational change, or active hiring.
• Demonstrated ability to operate as both a strategic leader and a hands-on builder, moving effectively between long-term planning and direct program or content development.
• Strong instructional-design capabilities and experience developing structured onboarding programs, supported by examples of programs and outcomes.
• Proven ability to influence and align leaders across Sales, Customer Success, Product, Product Marketing, Marketing, Human Resources, and Revenue Operations.
• Fluency with the modern revenue technology stack, including CRM, learning-management, enablement, call-recording, and sales-engagement platforms.
• Active experience using AI tools, along with a clear perspective on how AI can improve enablement content, delivery, knowledge management, and measurement.
• Strong business acumen and the ability to connect enablement programs to measurable revenue outcomes.
• SaaS and B2B experience.

Bonus Points For

• Experience building an enablement function or major enablement program from the ground up in more than one company, business unit, or stage of organizational growth.
• Experience managing managers or leading a multi-layered enablement organization.
• Experience in the transportation, fleet, or logistics industry.

Desired Characteristics

• Strategic builder who can create a long-term vision while remaining closely involved in execution.
• Comfortable navigating ambiguity, establishing structure, and adapting priorities as the organization grows.
• Effective communicator and influencer who can build trust across teams and leadership levels.
• High degree of initiative, ownership, accountability, and follow-through.
• Curious and AI-forward, with a practical approach to using technology to keep the function lean and scalable.
• Able to balance competing priorities while maintaining focus on the highest-impact business outcomes.

Benefits

How We Will Take Care of You

• Robust benefit package that includes medical, dental, and vision that start on date of hire.
• Paid Time Off, to include vacation, sick, holidays, and floating holidays.
• 401(k) plan with employer match.
• Company-funded “lifestyle account” upon date of hire for you to apply toward your physical and mental well-being (i.e., ski passes, retreats, gym memberships).
• Tuition Reimbursement Program.
• Voluntary benefits, to include but not limited to Legal and Pet Discounts.
• Employee Assistance Program (available at no cost to you).
• Company-sponsored and funded “Culture Team” that focuses on the Physical, Mental, and Professional well-being of employees.
• Community Give-Back initiatives.
• Culture that focuses on employee development initiatives.

Join Us

At PrePass, our mission drives us.

We invest in relationships. We challenge ourselves to innovate and improve. We win together. Simply put, we live our Core Values.

Ready to help move the transportation industry forward? Join us and let’s drive progress—together.