[Hiring] Enablement and Conversion Manager @Nivoda

Role Description

Conversion is one of the three chokepoints in our revenue organisation. Customers arrive, take the demo, go through KYC, and too many stall before the first purchase, or buy once and never come back. The second purchase is where the product becomes sticky, and getting a merchant there is the hardest 60 days of their life with us.

Fixing that takes two things, and this role owns both:

• Reps who know the product, the pricing and the playbook cold.
• A conversion funnel that is measured, scored and coached rather than hoped for.

Function one: enablement

• Training and standards:
  • Make sure every rep is up to spec and trained, and keep them there.
  • Own the theoretical onboarding of every new rep, SDR, AE and AM alike: what Nivoda sells, to whom, at what price, and how.
  • Set what "up to spec" means for each role and hold the bar.
• Documentation and materials:
  • Own the product material for every line of business: how it works, who it is for, pricing, take rate and best practice.
  • Keep it current. A rep should never be the last person to find out something changed.
• The channel to marketing:
  • Act as the link between marketing and the front line. Every campaign is known to the reps in advance, socialised at the all-hands before it lands, not discovered from a customer.
• The channel to product:
  • Translate the product roadmap into enablement. You do not decide the roadmap. You turn it into what to sell, to whom, and when.
  • When something ships, the reps already know what it is and how to position it.

Function two: conversion

• Conversion rests on two things, and this role owns both: the call, and the KYC.
• Call scoring:
  • Build the scoring rubrics with the team managers, so the standard is one both sides recognise.
  • Run transcript review and scoring at volume, using Claude to do it.
  • Send the reports out every week, to everyone.
  • Run a weekly leaderboard: the best calls, the scores, winners and losers, visible to the team.
  • Build a personalised coaching plan for every rep, written down and tracked, not delivered verbally and forgotten.
  • Coach in two directions: with the managers so they can coach their own people, and directly with reps where that is faster.
• KYC:
  • Own the insight generation of what is working and not on the process.
  • Hold the accountability of the KYC SLAs, and call it out when they slip.
  • Map the blockers and the escalation paths, and push the fix at the cause rather than the symptom, across sales, product and marketing as needed.
  • Make sure the KYC operators know the rules, and that the rules are written.
  • Train and enable both sides of it: the reps and the operations team.

How we will measure it

• Conversion through to second purchase at 75% of each new cohort.
• KYC above 60%, in every geography, not just on the average.
• Rubric and call scores in place and reported weekly.
• 80% compliance against the rubric, reached by your fourth month in the role.

Qualifications

• Experience in sales enablement, revenue operations or frontline sales coaching in a transactional, high-volume environment.
• You have scored calls at volume and can show what changed as a result. Gong or equivalent.
• You are fluent with AI tooling and would run transcript review and scoring through Claude rather than by hand.
• You have built onboarding for reps from scratch, not just delivered someone else's deck.
• You can coach a manager, not just a rep. You are comfortable telling a senior person their team's calls are not good enough, and then showing them how to fix it.
• You write clearly. A large part of the value here is documentation other people can pick up and use.
• You work across Product, Marketing and Finance without authority over any of them.
• Hands-on. This is not a strategy seat. You will be on calls, in the CRM and in the material every week.

Nice to have

• Experience with onboarding or activation motions rather than pure new business.
• Diamonds, jewellery, or another supply-driven marketplace.
• A second language relevant to EMEA or North America.

Benefits

• Flexible working hours and a vibrant company culture.
• Remote work.
• Plenty of opportunities for growth and learning.
• Unlimited holiday allowance.
• Chance to join and contribute to a company during its exponential expansion phase.

Equal Opportunity

Nivoda is proud to be an equal opportunity workplace dedicated to promoting diversity. We don't discriminate on the basis of race, religion, colour, national origin, gender, sexual orientation, age, marital status or disability status. Even if it seems you don't meet 100% of our musts - don't let it stop you. We are all about finding the best talent out there! Skills can be learned, and embracing diversity is invaluable.

Please note: Our Talent Acquisition Team is international. We kindly ask you to submit your CV and application in English so that it can be reviewed correctly.

Not quite the right fit?

If after reading this job description you believe this is not the best fit for you, we'd encourage you to join our Nivoda Talent Pool so we can keep you in mind as new roles open up.