Revenue Enablement Career Framework

Our career development framework is here to help you understand the expectations of your role, and to provide a common language for you and your manager to discuss and plan your career growth. It is also an important part of our larger goal of ensuring everyone is equitably recognized for the impact they have at work, and to reduce bias in promotions and hiring.

We have shared expectations for all teammates in Ops, regardless of level or role. On top of that we have additional levels showing how a teammate’s impact, scope, execution, and teamwork varies by level.

Impact
- Your work directly contributes to achieving the company’s strategic goals and long term success.
Scope
- You have high productivity and output. You deliver on your direct responsibilities while also looking for opportunities for improvement - individually, as a team, our product, and company.
Execution
- You seek out opportunities, rather than waiting for them to come to you.
- You put our customers and prospects first, orienting yourself to their success.
- You ask for help directly, when needed.
Teamwork
- You do not gate-keep, but rather aim to accelerate and unblock your colleagues.
- You communicate thoughtfully, clearly, and proactively to keep stakeholders informed and identify risks.
- You seek to help your teammates around you succeed; you win together. You reflect thoughtfully on your own performance and the performance of those around you, sharing helpful feedback for continued growth.

	Impact	Scope	Execution	Teamwork
IC1	Contributes to small, well-defined tasks that support team initiatives. Impact is primarily local to immediate stakeholders (e.g., a single training session or project).	Works within clearly scoped tasks. Focus is on learning tools, processes, and core responsibilities.	Executes assigned tasks reliably. Follows processes. Starts learning how to manage their own tasks. Relies on direction to prioritize.	Participates in team rituals. Asks for help when needed. Begins sharing resources but isn't yet a go-to resource for others. Communicates progress when prompted.
IC2	Work directly supports key projects or programs for a region, team, or function. Improves the experience of internal users (Sales/CS).	Manages their own projects with moderate complexity. Begins to identify process gaps and propose small improvements.	Completes projects independently with moderate oversight. Anticipates routine needs and begins to self-prioritize. Begins to proactively solve common enablement problems.	Collaborates cross-functionally. Shares knowledge with peers. Communicates status updates reliably. Starts offering peer feedback and helps unblock others occasionally.
IC3	Work has a clear, measurable impact on multiple teams (e.g., global SDRs, AEs, or CSMs). Drives efficiency or effectiveness at scale.	Owns large, complex initiatives across multiple teams or regions. Identifies meaningful areas for improvement and drives solutions.	Leads projects from idea to execution with minimal oversight. Regularly surfaces opportunities without being asked. Balances multiple priorities while keeping customers in mind.	Acts as a multiplier for the team. Proactively unblocks others. Thoughtfully shares context, templates, and learnings. Gives and receives candid feedback regularly. Builds strong relationships with stakeholders.
IC4	Directly shapes business outcomes through high-impact programs. Influences strategy for Sales/TS productivity and performance globally.	Scope is broad—cross-functional and global. Owns programs critical to company goals (e.g., onboarding, certifications, major product enablement).	Highly autonomous. Anticipates complex needs before they arise. Consistently drives high-quality execution at scale. Translates strategic goals into actionable enablement.	A role model for collaboration. Mentors peers. Navigates conflicts and complex stakeholder dynamics. Raises team standards by how they communicate, share, and coach others.
IC5	Sets direction for how enablement influences the business long-term. Work shifts markets, customer experience, or the way Sales/TS operates fundamentally.	Operates at the highest level of complexity—entire customer segments, lines of business, or company-wide initiatives. Drives cross-org, multi-quarter strategies.	Anticipates future needs of the business and designs proactive systems, programs, or frameworks. Defines and refines execution excellence for the team.	Culture carrier. Embodies the highest standards of partnership. Coaches not only the enablement team but also Sales and CS leaders. Creates systems for scaling teamwork, collaboration, and feedback loops across the company.