Senior Manager, Field Onboarding & Sales Development

Over 50,000 customers globally trust our end-to-end, cloud-driven networking solutions. They rely on our top-rated services and support to accelerate their digital transformation efforts and deliver unprecedented progress. With double-digit growth year over year, no provider is better positioned to deliver scalable outcomes than Extreme.

Inclusion is one of our core values and in our DNA. We are committed to fostering an inclusive workplace that embraces our differences and creates an atmosphere where all our employees thrive because of their differences, not in spite of them.

Become part of Something big with Extreme! As a global networking leader, learn why there’s no better time to join the Extreme team.

About the Role

The Senior Manager of Field Onboarding & Sales Development is responsible for designing and executing a comprehensive onboarding and development strategy for internal sales teams, partner sellers, and sales leaders across the GEO. This role ensures new sellers’ ramp quickly, existing sellers continue to strengthen critical selling capabilities, and sales leaders are equipped to drive consistent execution and performance.

The Senior Manager will build structured learning journeys that enable sellers and partners to confidently execute the company’s sales motion, leverage core sales plays and methodologies, and accelerate pipeline creation and revenue growth.

This role partners closely with Sales Leadership, Channel Leadership, Product Marketing, Technical Teams, and Sales Operations to ensure onboarding and development programs align with business priorities and drive measurable business outcomes.

Key Responsibilities - Field Sales & Partner Onboarding

• Own and evolve the end-to-end onboarding experience for internal sellers and partner sellers across the GEOs.
• Develop structured onboarding programs that accelerate ramp time, pipeline contribution, and quota productivity.
• Ensure onboarding equips sellers and partners with the knowledge and skills required to execute the company’s sales motion, sales plays, and platform strategy.
• Partner with channel leadership to ensure partner sellers have consistent onboarding and readiness experiences that support partner-led growth.

Sales Skill Development

• Build ongoing development programs focused on critical selling capabilities including discovery, deal qualification, value articulation, negotiation, and executive conversations.
• Drive adoption of core sales methodologies and frameworks (e.g., MEDDPICC) within onboarding and continuous learning journeys.
• Identify skill gaps through collaboration with sales leadership and implement targeted development programs that improve field performance.

Sales Leader Development

• Build upon and deliver development programs for frontline and second-line sales leaders.
• Equip managers with practical tools for pipeline management, forecasting discipline, performance management, and coaching.
• Enable leaders to drive consistent execution and accountability across the field.

Cross-Functional Collaboration

• Partner with Product Marketing, Technical Teams, and subject matter experts to ensure sellers are equipped with the knowledge required to effectively position and sell the portfolio.
• Collaborate with technical enablement leaders to integrate sales and technical onboarding frameworks while maintaining clear ownership boundaries.
• Align with Marketing, Sales Operations and Sales Leadership to ensure programs support current business priorities and go-to-market strategy.

Program Strategy & Execution

• Build structured learning paths aligned to role, experience level, and sales motion.
• Develop scalable onboarding and development programs that leverage workshops, digital learning, cohort-based learning, and real-world application.
• Ensure programs are continuously refreshed to reflect evolving sales strategies and market priorities.

Measurement & Business Impact

• Establish clear metrics and dashboards to measure the effectiveness of onboarding and development programs.
• Track and report impact on key outcomes including:
  • Ramp time reduction
  • Time to first deal
  • Time to pipeline productivity
  • Sales productivity and quota attainment
  • Partner seller readiness and engagement
• Continuously improve programs based on field feedback and performance data.

Key Outcomes - Success in this role will be measured by the ability to:

• Reduce ramp time for new sellers and partner sellers
• Accelerate time to pipeline contribution and revenue productivity
• Improve field execution of the company’s sales plays and methodologies
• Strengthen frontline sales leadership capability
• Scale consistent onboarding and development programs across the GEO

Qualifications

• 10+ years of experience in Sales Enablement, Sales Readiness, Sales Onboarding/Training, or related roles
• Proven experience designing and scaling sales onboarding and development programs
• Strong understanding of commercial and enterprise sales motions and partner/channel ecosystems
• Experience in enabling sales methodologies such as MEDDPICC and similar frameworks
• Demonstrated ability to partner with senior sales leaders and influence field execution
• Strong program leadership, stakeholder management, and change management capabilities
• Data-driven mindset with experience measuring enablement impact on business outcomes

Extreme Networks, Inc. (EXTR) creates effortless networking experiences that enable all of us to advance. We push the boundaries of technology leveraging the powers of machine learning, artificial intelligence, analytics, and automation. Over 50,000 customers globally trust our end-to-end, cloud-driven networking solutions and rely on our top-rated services and support to accelerate their digital transformation efforts and deliver progress like never before. For more information, visit Extreme's website or follow us on Twitter, LinkedIn, and Facebook.

We encourage people from underrepresented groups to apply. Come Advance with us! In keeping with our values, no employee or applicant will face discrimination/harassment based on: race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability status, or veteran status. Above and beyond discrimination/harassment based on “protected categories,” Extreme Networks also strives to prevent other, subtler forms of inappropriate behavior (e.g., stereotyping) from ever gaining a foothold in our organization. Whether blatant or hidden, barriers to success have no place at Extreme Networks.