Head of Sales Onboarding and Ramp

What We Do Products Solutions Support & Services Partners Resources Company Contact Us Global Offices Next Community Head of Sales Onboarding and Ramp Sales Strategy & Operations San Jose, California Seattle, Washington Los Angeles, California Portland, Oregon Req.Num.: 32113 Apply Hungry, Humble, Honest, with Heart. The OpportunityNutanix is looking for a Head of Sales Onboarding and Ramp to own how every new sales rep, systems engineer, and renewal manager gets from day one to full productivity and you’ll work to shorten the distance.You'll take an established global onboarding program and evolve it into a milestone-driven ramp engine: clear stages from first week to first close, role-specific tracks, and a measured path to full quota. You'll run it in person and you'll partner with corporate onboarding and sales leadership worldwide to make new hire success a shared commitment.This is a performance role, not a program-management role. The measure of success is seller readiness and time to ramp, not sessions delivered or courses completed.If you've carried a quota, are ready to build the onboarding you wish you'd had, and can hold a room of new hires and a room of regional sales VPs with equal credibility, we'd like to meet you.  About the TeamYou'll join the Revenue Enablement team, whose remit spans sales enablement, customer education, and partner enablement, and report to the Enablement Programs leader. You'll lead a small, dedicated onboarding team, and you'll succeed through a high degree of partnership across the wider enablement org — curriculum, sales programs, enablement technology, and analytics — and with stakeholders throughout the business.This role is strongly preferred in San Jose, where our in-person onboarding sessions are held. Hybrid, three days a week onsite. Your RoleOwn the ramp. Own the end-to-end new hire journey for sales reps, systems engineers, and renewal managers; one integrated program that branches into role-specific tracks at the right moments. You are jointly accountable with sales leadership for time to ramp: the time it takes a new hire to come off ramp quota and carry full quota.Design for progression, not attendance. Build a multi-stage milestone architecture — certification, validated selling motions, first qualified opportunity, first close — that measures completion through results, not seat time.Connect onboarding to ongoing enablement. Integrate the ongoing enablement curriculum into the ramp timeline so the path to full quota is one continuous, instrumented arc rather than two disconnected programs. Orchestrate subject matter experts across product, product marketing, and the field to keep content current and credible.Cover every entry point. Own ramp for new hires, internal transfers, promotions into a new role, and acquisition cohorts. Anyone landing in a new seat is your customer.Make managers accountable. New hire success is shared. Give frontline managers and regional leaders the milestone visibility, coaching structure, and cadence to own their people's ramp. Build the reporting that makes that ownership visible.Build AI into the ramp, not around it. Design AI into the new hire experience where it makes learners measurably better, including personalized ramp paths, on-demand practice and roleplay, coaching feedback at scale, adaptive reinforcement between live sessions, and influence how our enablement technology stack evolves to support it.Instrument it. Partner with enablement and sales operations to establish the ramp baseline, build the measurement model, and report against it to sales leadership on a regular cadence.Deliver globally. Run onboarding across AMS, EMEA, and APJ with regional leadership as full partners. Drive consistent standards with locally credible delivery. Facilitate the in-person portions yourself where it makes sense; you should want to be in...