Cresta CTO & co
Associate Enablement Manager, SDR
Cresta CTO & co, San Francisco, California, United States, 94199
Cresta is on a mission to turn every customer conversation into a competitive advantage by unlocking the true potential of the contact center. Our platform combines the best of AI and human intelligence to help contact centers discover customer insights and behavioral best practices, automate conversations and inefficient processes, and empower every team member to work smarter and faster. Born from the prestigious Stanford AI lab, Cresta's co-founder and chairman is Sebastian Thrun, the genius behind Google X, Waymo, Udacity, and more. Our leadership also includes CEO Ping Wu, the co-founder of Google Contact Center AI and Vertex AI platform, and co-founder Tim Shi, an early member of Open AI.
We’ve assembled a world-class team of AI and ML experts, go-to-market leaders, and top‑tier investors including Andreessen Horowitz, Greylock Partners, Sequoia, and former AT&T CEO John Donovan. Our valued customers include brands like Intuit, Cox Communications, Hilton, and Carmax and we’ve been recognized by Forbes and Bain Consulting as one of the top private AI companies in the world.
Join us on this thrilling journey to revolutionize the workforce with AI. The future of work is here, and it's at Cresta.
About the role Associate Enablement Manager, SDR
As an Associate Enablement Manager, SDR, you’ll play a critical role in driving pipeline generation performance by equipping Sales Development Representatives (SDRs) with the skills, systems knowledge, messaging, and coaching they need to consistently exceed their outbound and inbound goals. You’ll partner closely with SDR Leadership, Marketing, RevOps, and Product Marketing to design and deliver programs that accelerate onboarding, reinforce high-quality prospecting habits, and ensure SDRs are ready to create high-value conversations for our Account Executive & Sales Director teams.
This role combines strategy and hands‑on enablement—you’ll influence how SDRs work every day, while building scalable systems that raise the bar across the entire global SDR organization. Your work will directly impact pipeline quality, conversion rate, and overall revenue growth.
Location preference:
San Francisco or New York based - Remote
Responsibilities SDR Onboarding & Ramp Acceleration
Own and continuously optimize the SDR onboarding experience to reduce time‑to‑first‑meeting and time‑to‑productivity
Train new hires on prospecting fundamentals, messaging, ICP/persona knowledge, and Cresta’s go‑to‑market motions
Partner with the Head of Onboarding to maintain consistency between broader GTM and SDR curricula where appropriate
Prospecting Process & Methodology Enablement
Build and reinforce end‑to‑end prospecting workflows, including account research, sequencing, cold calling, email personalization, objection handling, and qualification
Ensure SDRs are proficient in Cresta’s messaging across all channels (email, phone, social)
Live Coaching, Training & Skills Development
Deliver regular call coaching, script refinement, role‑plays, and workshop‑style trainings
Listen to SDR calls (via Gong or call intelligence tools) and provide actionable feedback
Support SDR Managers with structured coaching frameworks and best practices they can apply within their teams
Campaign & Messaging Alignment
Partner with Product Marketing and Demand Gen to equip SDRs with effective talk tracks, persona‑specific value props, competitive differentiation, and campaign‑specific outreach assets
Ensure SDRs always have fresh, relevant messaging tied to product launches, market trends, and new ICP insights
Playbook & Content Management
Create and maintain SDR playbooks, call scripts, email templates, objection handling guides, and research frameworks.
Standardize content and ensure easy access through Seismic or other platforms.
Performance Insights & Program Optimization
Measure and report on enablement impact using SDR success metrics such as meeting booked rate, conversion rates, and outbound activity‑to‑outcome ratios
Identify skill gaps and design targeted programs to address them
Use data from Gong, Salesforce, and other tools to continuously refine training initiatives
SDR Readiness for GTM Updates
Lead SDR readiness for new product releases, competitive updates, persona shifts, and industry‑specific motions
Ensure SDRs can confidently spark conversations and book meetings aligned to Cresta’s latest strategic priorities
Qualifications We Value
1‑2+ years
in SDR Enablement, SDR Management, or a Senior SDR role in a high‑growth B2B SaaS company
Strong understanding of modern SDR motions, including outbound prospecting, qualification frameworks, and multi‑channel sequencing
Proven success improving SDR performance through coaching, training, and content creation
Highly collaborative, with experience partnering across SDR, Marketing, Product Marketing, and RevOps teams
Excellent facilitation, communication, and storytelling skills
Familiarity with SDR tooling (e.g. Gong/Engage, Salesforce, Clay, ZoomInfo, Centralize)
Experience with sales methodologies (e.g., MEDDPICC, BANT, SPICED, Challenger) is a plus
A passion for helping SDRs succeed, grow, and build strong foundational sales careers
Benefits
Comprehensive medical, dental, and vision coverage with plans to fit you and your family
Flexible PTO to take the time you need, when you need it
Paid parental leave for all new parents welcoming a new child
Retirement savings plan to help you plan for the future
Remote work setup budget to help you create a productive home office
Monthly wellness and communication stipend to keep you connected and balanced
In‑office meal program and commuter benefits provided for onsite employees
Compensation at Cresta Cresta’s approach to compensation is simple: recognize impact, reward excellence, and invest in our people. We offer competitive, location‑based pay that reflects the market and what each individual brings to the table.
The posted base salary range represents what we expect to pay for this role in a given location. Final offers are shaped by factors like experience, skills, education, and geography. In addition to base pay, total compensation includes equity and a comprehensive benefits package for you and your family.
Base Salary Range:
$120,000 – $140,000 + Offers Equity
We have noticed a rise in recruiting impersonations across the industry, where scammers attempt to access candidates' personal and financial information through fake interviews and offers. All Cresta recruiting email communications will always come from the @cresta.ai domain. Any outreach claiming to be from Cresta via other sources should be ignored. If you are uncertain whether you have been contacted by an official Cresta employee, reach out to recruiting@cresta.ai.
Voluntary Self‑Identification (Veterans) For government reporting purposes, we ask candidates to respond to the below self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.
As set forth in Cresta’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.
If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:
A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Select...
Voluntary Self‑Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026
Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury
Disability Status Select...
PUBLIC BURDEN STATEMENT:
According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
#J-18808-Ljbffr
We’ve assembled a world-class team of AI and ML experts, go-to-market leaders, and top‑tier investors including Andreessen Horowitz, Greylock Partners, Sequoia, and former AT&T CEO John Donovan. Our valued customers include brands like Intuit, Cox Communications, Hilton, and Carmax and we’ve been recognized by Forbes and Bain Consulting as one of the top private AI companies in the world.
Join us on this thrilling journey to revolutionize the workforce with AI. The future of work is here, and it's at Cresta.
About the role Associate Enablement Manager, SDR
As an Associate Enablement Manager, SDR, you’ll play a critical role in driving pipeline generation performance by equipping Sales Development Representatives (SDRs) with the skills, systems knowledge, messaging, and coaching they need to consistently exceed their outbound and inbound goals. You’ll partner closely with SDR Leadership, Marketing, RevOps, and Product Marketing to design and deliver programs that accelerate onboarding, reinforce high-quality prospecting habits, and ensure SDRs are ready to create high-value conversations for our Account Executive & Sales Director teams.
This role combines strategy and hands‑on enablement—you’ll influence how SDRs work every day, while building scalable systems that raise the bar across the entire global SDR organization. Your work will directly impact pipeline quality, conversion rate, and overall revenue growth.
Location preference:
San Francisco or New York based - Remote
Responsibilities SDR Onboarding & Ramp Acceleration
Own and continuously optimize the SDR onboarding experience to reduce time‑to‑first‑meeting and time‑to‑productivity
Train new hires on prospecting fundamentals, messaging, ICP/persona knowledge, and Cresta’s go‑to‑market motions
Partner with the Head of Onboarding to maintain consistency between broader GTM and SDR curricula where appropriate
Prospecting Process & Methodology Enablement
Build and reinforce end‑to‑end prospecting workflows, including account research, sequencing, cold calling, email personalization, objection handling, and qualification
Ensure SDRs are proficient in Cresta’s messaging across all channels (email, phone, social)
Live Coaching, Training & Skills Development
Deliver regular call coaching, script refinement, role‑plays, and workshop‑style trainings
Listen to SDR calls (via Gong or call intelligence tools) and provide actionable feedback
Support SDR Managers with structured coaching frameworks and best practices they can apply within their teams
Campaign & Messaging Alignment
Partner with Product Marketing and Demand Gen to equip SDRs with effective talk tracks, persona‑specific value props, competitive differentiation, and campaign‑specific outreach assets
Ensure SDRs always have fresh, relevant messaging tied to product launches, market trends, and new ICP insights
Playbook & Content Management
Create and maintain SDR playbooks, call scripts, email templates, objection handling guides, and research frameworks.
Standardize content and ensure easy access through Seismic or other platforms.
Performance Insights & Program Optimization
Measure and report on enablement impact using SDR success metrics such as meeting booked rate, conversion rates, and outbound activity‑to‑outcome ratios
Identify skill gaps and design targeted programs to address them
Use data from Gong, Salesforce, and other tools to continuously refine training initiatives
SDR Readiness for GTM Updates
Lead SDR readiness for new product releases, competitive updates, persona shifts, and industry‑specific motions
Ensure SDRs can confidently spark conversations and book meetings aligned to Cresta’s latest strategic priorities
Qualifications We Value
1‑2+ years
in SDR Enablement, SDR Management, or a Senior SDR role in a high‑growth B2B SaaS company
Strong understanding of modern SDR motions, including outbound prospecting, qualification frameworks, and multi‑channel sequencing
Proven success improving SDR performance through coaching, training, and content creation
Highly collaborative, with experience partnering across SDR, Marketing, Product Marketing, and RevOps teams
Excellent facilitation, communication, and storytelling skills
Familiarity with SDR tooling (e.g. Gong/Engage, Salesforce, Clay, ZoomInfo, Centralize)
Experience with sales methodologies (e.g., MEDDPICC, BANT, SPICED, Challenger) is a plus
A passion for helping SDRs succeed, grow, and build strong foundational sales careers
Benefits
Comprehensive medical, dental, and vision coverage with plans to fit you and your family
Flexible PTO to take the time you need, when you need it
Paid parental leave for all new parents welcoming a new child
Retirement savings plan to help you plan for the future
Remote work setup budget to help you create a productive home office
Monthly wellness and communication stipend to keep you connected and balanced
In‑office meal program and commuter benefits provided for onsite employees
Compensation at Cresta Cresta’s approach to compensation is simple: recognize impact, reward excellence, and invest in our people. We offer competitive, location‑based pay that reflects the market and what each individual brings to the table.
The posted base salary range represents what we expect to pay for this role in a given location. Final offers are shaped by factors like experience, skills, education, and geography. In addition to base pay, total compensation includes equity and a comprehensive benefits package for you and your family.
Base Salary Range:
$120,000 – $140,000 + Offers Equity
We have noticed a rise in recruiting impersonations across the industry, where scammers attempt to access candidates' personal and financial information through fake interviews and offers. All Cresta recruiting email communications will always come from the @cresta.ai domain. Any outreach claiming to be from Cresta via other sources should be ignored. If you are uncertain whether you have been contacted by an official Cresta employee, reach out to recruiting@cresta.ai.
Voluntary Self‑Identification (Veterans) For government reporting purposes, we ask candidates to respond to the below self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.
As set forth in Cresta’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.
If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:
A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Select...
Voluntary Self‑Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026
Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury
Disability Status Select...
PUBLIC BURDEN STATEMENT:
According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
#J-18808-Ljbffr