About this opportunity
United States Digital Space LLC lists this Revenue Performance & Development Partner opportunity in new york, New York. Review the employer’s description below for duties, qualifications and application requirements.
Job description
Who We Are
At the company, you’ll enjoy a welcoming and casual environment, great benefits, wellness program offerings, company retreats, and the ability to interact with and learn from leaders in the startup community. We work hard and care about our most prized asset - our people.
We’re helping businesses get off the ground by enabling them to focus on running their business. We solve HR issues. We’re data-driven and never stop iterating. If you’d like to work in a supportive, entrepreneurial environment, are interested in building something meaningful and having fun while doing it, we’d love to hear from you.
We're united by shared goals and shared motivations at the company. These are best summed up in our company values, which are reflected in our product and in our team.
Our Values
If this sounds like you, you’ll fit right in.
Who You Are
Reporting to the Sr. Manager of Revenue Readiness, the Revenue Performance & Development Partner is responsible for building the skills that help the company’ Revenue teams perform at a higher level.
the company is entering an important phase of growth. We are serving small business founders and operators with an increasingly broad HR platform spanning payroll, benefits, HR, compliance, global employment, and additional solutions. As our platform and routes to market expand, the capabilities required of our Revenue teams must evolve with them.
This role translates our revenue strategy, sales methodology, operating expectations, and evolving use of AI into practical development programs for Sales and Customer Success teams.
For frontline managers, that means developing the skills required to effectively run the business: forecasting, pipeline and deal inspection, coaching, performance accountability, methodology reinforcement, and execution against revenue priorities. For individual contributors, it means advancing the skills required to sell and grow a multi-product platform, including discovery, multi-threading, executive engagement, value articulation, negotiation, and expansion.
This is not a traditional corporate learning and development role. We are looking for someone who understands how high-performing Revenue organizations operate and has a demonstrated track record of improving the performance of revenue leaders and sellers.
What You Will Work OnFrontline Revenue Manager Effectiveness:
Build and deliver development programs that help Sales and Customer Success managers become stronger operators and coaches. Focus areas may include forecasting discipline, pipeline management, deal inspection, sales methodology, coaching, performance management, business reviews, and accountability.
Sales Methodology & Commercial Skills:
Own the learning strategy and ongoing reinforcement of the company’ sales methodology. Translate methodology into how sellers and managers actually work — from discovery and qualification through deal strategy, multi-threading, platform selling, negotiation, expansion, and close.
Role-Based Revenue Development:
Create ongoing development programs for Revenue roles beyond initial onboarding. Partner with Revenue leaders to identify capability gaps and build practical programs that improve performance at different stages of a seller or leader’s career.
AI-Enabled Revenue Capability:
Embed AI into how Revenue teams learn and perform. Use AI to create personalized practice, call and deal coaching, simulations, reinforcement, manager insights, and role‑specific learning experiences. Partner with GTM Engineering and Revenue Operations to connect learning with the workflows and tools teams use every day.
Manager-Led Reinforcement:
Ensure development doesn’t end when training does. Build manager coaching guides, inspection frameworks, practice routines, certifications, and reinforcement mechanisms that turn new skills into consistent field behavior.
External Programs & Partners:
Manage external development partners and programs, including Dale Carnegie and other specialized providers. Determine where external expertise creates value, integrate those programs into our broader Revenue development strategy, and measure their effectiveness.
Revenue Leadership Partnership:
Work directly with Sales, Customer Success, Revenue Operations, and Revenue leadership to identify performance gaps and prioritize development based on the capabilities the business needs most.
Partner closely with Talent & Org Design to ensure Revenue‑specific development complements the company’ broader leadership development strategy and leadership journeys/programs and creates a cohesive experience for people leaders and all Justworkers.
Measurement & Business Impact:
Define measurable outcomes for development programs. Look beyond attendance and satisfaction to changes in manager behavior, seller capability, productivity, pipeline performance, conversion, ramp, methodology adoption, and other relevant business outcomes.
How You Will Do Your WorkRevenue First:
Start with the business problem. Diagnose what is preventing a Revenue team from performing and determine whether development, process, technology, management reinforcement, or another intervention will solve it.
Operator Mindset:
Understand how Revenue teams actually work. Programs should translate directly into what a manager or seller does differently Monday morning.
AI Forward:
Actively look for ways AI can improve both learning and performance rather than simply digitizing traditional training.
Outcome Oriented:
Hold development work accountable to measurable changes in capability, behavior, and business performance.
Cross-Functional:
Work effectively across Revenue Readiness, Revenue Operations, GTM Engineering, Sales, Customer Success, Talent & Org Design, and other partners to create a cohesive employee experience without duplicating capabilities.
Simple and Scalable:
Build programs, tools, and reinforcement mechanisms that can scale as the company grows rather than relying primarily on one‑time facilitated training.
Qualifications
7+ years of experience in sales enablement, revenue enablement/readiness, sales effectiveness, or revenue leadership development within a high-performing Revenue organization.
Demonstrated track record of upskilling frontline Sales and/or Customer Success leaders, with clear examples of how your work changed manager behavior or improved business performance.
Deep understanding of frontline revenue management disciplines such as forecasting, pipeline management, deal inspection, coaching, performance accountability, and business reviews.
Hands‑on experience implementing, facilitating, or reinforcing a B2B sales methodology within a sales organization.
Strong understanding of advanced selling skills such as discovery, qualification, multi-threading, executive engagement, value selling, negotiation, and expansion.
Demonstrated experience applying AI to sales enablement, coaching, learning, or revenue workflows. Candidates should be able to describe specific AI applications they have implemented or meaningfully incorporated into their work.
Experience bui
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Worksite address
new york, NY, 10261, US
Who can apply
Review the original listing for work authorization, qualifications and employer requirements.