Looking for a sales job where you can do well and make a difference? If you are looking to expand into B2B sales, we have a great opportunity for you. In this role you will be given the opportunity to learn and develop your skills with the goal of moving to the next level of B2B SaaS sales.

Level Access helps companies design and enhance their digital systems - including web sites, web applications, software, hardware, and services - so they are usable by people with disabilities. In the same way that buildings must conform to the Americans with Disabilities Act (ADA), modern web sites and applications must be accessible to people with disabilities or face legal liability. Level Access allows organizations to address these risks and provide equal access through software, training, and consulting solutions. As a company we seek to both do well financially and create a world where all users have access to digital systems.

Level Access, a leading provider of IT Accessibility compliance products and services, is looking for a Sales Development Specialist.  This position is responsible for initiating outbound communication with prospects. The Sales Development Specialist will also help with the overall coordination, support and facilitation of sales support activities. The person will maintain favorable contacts with current and potential accounts.

In This Role You Will Often:

• Contact qualified prospects using a consultative sales approach
• Outbound call, engage with and develop prospects to be closed by Sales team
• Document, track and monitor all leads and activities in Salesforce.com
• Contact and schedule appointments with Account Executive in target vertical
• Collaborate with Sales and Marketing to identify and source potential leads
• Nurture longer term prospects
• Build a solid understanding of B2B sales concepts

This Job Might Be For You If You Have:

• Excellent written and verbal communication skills via the phone and e-mail
• Ability to be on the phone 85% of the day
• Communicate with individuals at all levels in the company and with executives outside of the company in an articulate professional manner
• PC literacy (Outlook, Word, Excel, PowerPoint)
• Work independently with minimal supervision
• Ability to maintain a high call rate and to assess prospect’s “fit”
• Excellent probing and listening skills
• Time management skills; ability to plan, prioritize and organize a diversified workload with strong attention to detail
•  Bring energy to the performance of a task

Nice to Have Experience:

• Sales, marketing, and/or account support
• Technology B2B sales
• Familiarity with software as a service (SaaS) sales and consulting engagements is a plus
• Salesforce.com experience

Level Access is the market‑leading digital accessibility platform and services company, helping organizations create inclusive, compliant digital experiences. Our mission is to enable all people to live their best lives through access to technology. 

As we continue to scale our go‑to‑market organization, enablement plays a critical role in ensuring our teams are prepared to execute consistently, confidently, and effectively across the customer lifecycle. 

The Senior Manager, Go‑To‑Market Enablement is responsible for designing and delivering high‑impact enablement programs that support Sales, Account Management, and Customer Success teams. 

This is a hands‑on, execution‑focused role for an enablement builder who can turn strategy into field‑ready programs and who brings creative, out‑of‑the‑box thinking to design enablement that is engaging, practical, and effective. You’ll partner closely with GTM leaders, move quickly from idea to delivery, and help teams perform better in real customer situations. This role operates within the enablement strategy set by the Director of Global Training & Enablement and focuses on owning and delivering defined GTM enablement programs. 

Success in this role requires strong collaboration, practical problem‑solving, and the ability to influence across teams without formal authority. 

What You’ll Do 

Deliver GTM Enablement Programs 

• Design, build, and deliver enablement programs that support core GTM motions across Sales, Account Management, and Customer Success 

• Create onboarding and ongoing enablement experiences that accelerate time‑to‑productivity and improve execution readiness 

• Translate complex product, platform, and accessibility concepts into clear, practical messaging, tools, and resources for customer‑facing teams 

Support the Full GTM Lifecycle 

• Enable teams to execute effectively across:  

• Discovery and value‑based conversations 

• Product positioning and objection handling 

• Customer onboarding and early adoption 

• Expansion and renewal readiness 

• Develop playbooks, frameworks, and role‑based resources that are designed for real customer interactions, not theoretical training 

Coach ICs and Support Frontline Managers 

• Coach individual contributors on GTM skills such as discovery, messaging, customer conversations, and risk identification 

• Partner with frontline managers to reinforce enablement through manager‑led coaching, deal reviews, and account reviews 

• Provide leaders with practical coaching frameworks and enablement tools to support skill reinforcement 

Work Cross‑Functionally and as a Team 

• Partner closely with members of the Global Training & Enablement team to deliver cohesive, aligned enablement programs 

• Collaborate across Sales, Account Management, Customer Success, Product, Product Marketing, and Revenue Operations 

• Build strong working relationships based on trust, clarity, and shared ownership of outcomes 

• Influence without authority by aligning stakeholders around common goals and practical, deliverable solutions 

• Navigate competing priorities while maintaining focus on enablement impact and team success 

Apply AI to Scale Enablement Impact 

• Use AI‑powered tools to accelerate content creation, coaching support, and learning reinforcement 

• Pilot and operationalize AI‑enabled workflows that help teams learn faster and execute more consistently 

• Partner with enablement leadership to test and scale responsible, practical AI use cases 

Measure and Improve Effectiveness 

• Track enablement impact using metrics tied to ramp time, adoption, execution quality, and field feedback 

• Build feedback loops with GTM leaders and managers to continuously improve content and programs 
• Balance experimentation with repeatable, scalable enablement delivery 

What We’re Looking For 

Experience 

• 4–7+ years of experience in GTM Enablement, Revenue Enablement, Sales Enablement, or Customer Success Enablement 

• Prior experience in B2B SaaS sales or sales‑adjacent roles (e.g., quota‑carrying sales, solutions consulting, sales engineering, account management) 

• Proven experience building enablement programs from scratch in a B2B SaaS environment 

• Experience enabling multiple GTM roles, not a single function 

• Familiarity with enterprise sales motions and complex customer buying journeys 

Skills & Capabilities 

• Ability to partner credibly with Sales, Revenue, and Customer Success leaders 

• Strong understanding of how enablement drives execution, adoption, and revenue outcomes 

• Excellent written and verbal communication skills, with the ability to simplify complex topics 

• Strong program management skills with a bias toward action and iteration 

• Comfortable operating in fast‑changing environments with evolving priorities 

Collaboration & Ways of Working 

• Proven ability to work collaboratively within an enablement team and across cross‑functional stakeholders 

• Comfortable influencing without authority and navigating differing perspectives 

• Strong team orientation, with a focus on shared ownership, transparency, and follow‑through 

AI & Modern Enablement Mindset 

• Hands‑on experience using AI tools in enablement, sales productivity, or learning contexts 

• Curiosity and experimentation mindset around new tools and workflows 
• Good judgment in applying AI responsibly in customer‑facing environments 

Why This Role at Level Access 

• Opportunity to build and deliver GTM enablement programs at a critical stage of growth 

• Direct impact on how Sales and Customer Success teams execute and succeed 

• Close partnership with GTM leaders and the Enablement team 

• A mission‑driven company where accessibility and customer impact matter 
• Space to modernize enablement using practical, AI‑forward approaches 

Interested in working for a company that provides you a chance to grow professionally, give back to society, and make money doing it? If so, Level Access may be the right company for you. 

We are seeking a dynamic and results-oriented Commercial Account Executive to drive growth by acquiring new clients and generating net-new revenue across North American enterprises. This role focuses on new business development through the sale of recurring software and professional services, targeting large U.S. corporations and their subsidiaries.

As a Commercial Account Executive, you will collaborate with cross-functional teams, including Solutions Engineers, Customer Success, Professional Services, Sales Development, and Marketing, to develop and execute tailored strategies that address the unique needs of prospective clients.

Key Responsibilities:

• New Business Development: Identify, engage, and close net-new opportunities with commercial prospects, focusing exclusively on new client acquisition.
• Territory Management: Develop and execute strategic account plans within an assigned territory to prioritize high-potential prospects and maximize growth opportunities.
• Sales Lifecycle Ownership:
• Prospecting & Pipeline Development: Build and maintain a robust pipeline through targeted outreach and engagement strategies.
• Opportunity Qualification: Conduct discovery calls to understand client needs and align solutions effectively.
• Pitch & Proposal Development: Create compelling, customized proposals to demonstrate value and close deals.
• Contract Negotiation: Lead negotiations to structure mutually beneficial agreements that drive client success.
• Stakeholder Engagement: Build strong relationships with client decision-makers and influencers, including C-suite executives, to position our solutions as essential to their strategic objectives.
• Collaboration: Partner with internal teams to design and deliver tailored solutions that meet client requirements and drive desired outcomes.
• Market Expertise: Stay informed about industry trends, competitive dynamics, and enterprise challenges to establish credibility as a trusted advisor.
• Performance Management: Consistently achieve or exceed sales targets for net-new revenue while maintaining accurate opportunity records in CRM systems for effective forecasting and pipeline management.

Qualifications:

• Experience:
  • Minimum of 3+ years of success selling recurring software and professional services to prospects up to $1B in revenue.
  • Demonstrated expertise in acquiring new clients and driving net-new revenue.
  • Plan and run a territory of accounts
  • Secure new logo meetings with senior decision makers and C-level companies.
• Sales Acumen:
  • Proven ability to build and execute effective prospecting and sales strategies.
  • Strong track record of achieving or exceeding sales quotas.
  • Sales Methodology trained (MEDPICC, Sandler or SPICED)
• Collaboration & Communication:
  • Ability to work cross-functionally with diverse teams to deliver tailored solutions.
  • Excellent written and verbal communication skills, with the ability to present complex solutions effectively to executive audiences.
• Self-Management:
  • Highly motivated, independent, and capable of managing multiple initiatives in a fast-paced environment.
• Technical Skills:
  • Proficiency in CRM systems (e.g., Salesforce) and sales enablement tools (e.g., Outreach, LinkedIn Sales Navigator).
• Travel Expectation: Availability to travel up to 30%.
  
  

Preferred Qualifications:

• Familiarity with marketing technology, digital experience software, or related solutions.
• Proven success selling to the office of the Chief Marketing Officer (CMO), Digital Experience Officer, or IT stakeholders leading DevOps initiatives.

This role is designed for a skilled new logo hunter who thrives in high-stakes commercial sales, enjoys solving complex client challenges, and is motivated by driving impactful growth. If this sounds like you, we’d love to have you on our team!

Our HR systems are more than operational tools—they are foundational to how we support, serve, and care for our people. The HRIS Specialist – Dayforce plays a critical role in enabling accurate, secure, and data-informed people operations through the thoughtful stewardship of our Dayforce platform.

Reporting to the Senior Manager, People Operations, this role serves as the primary Dayforce administrator and system owner. this role serves as the primary Dayforce administrator and system owner, while also supporting and optimizing additional tools within the HR tech stack such as Pave (compensation planning), Culture Amp (engagement and performance), Built (position management), and other people systems.

This role is central to how we deliver a seamless employee experience—through trusted data, reliable systems, and purposeful innovation.

Key Responsibilities

HR Technology Ownership & Administration

• Serve as the primary administrator and subject matter expert for Dayforce HCM.
• Configure, maintain, and optimize modules including Core HR, Payroll, Benefits, Time & Attendance, Recruiting, Compensation, Performance, and Analytics.
• Act as system owner for additional HR technology platforms (e.g., Pave, Culture Amp, Built), ensuring proper configuration, integrations, user access, and data integrity.
• Oversee system integrations between Dayforce and other HR tools, ensuring accurate and secure data flow.
• Manage system updates, testing cycles, and release deployments across platforms.
• Administer user roles, permissions, and access controls in alignment with governance standards.
• Partner with vendors to manage service contracts, system enhancements, and issue resolution.

Data Governance, Integrity & Compliance

• Conduct regular audits to ensure data accuracy, completeness, and regulatory compliance.
• Oversee employee lifecycle transactions (hires, terminations, job changes, compensation updates).
• Maintain strong data governance standards, documentation, and audit trails.
• Ensure compliance with employment legislation and data privacy requirements.
• Manage data imports/exports and support integration integrity between HRIS and other systems (e.g., Payroll).
• Support data security reviews and access audits across the HR tech stack.

Reporting, Analytics & Workforce Insights

• Develop and maintain dashboards, custom reports, and analytics tools to support leadership decision-making.
• Design automated and self-service reporting solutions for stakeholders.
• Generate recurring reports related to payroll, benefits, workforce demographics, engagement, time-off utilization, and budgeting.
• Support organizational initiatives through data insights (e.g., engagement surveys, workforce planning).
• Identify trends and opportunities for process optimization using predictive and descriptive analytics.
• Continuously explore advancements in HR technology, analytics, automation, and AI to enhance system capability.

User Support & Enablement

• Provide Tier 2/3 support for Dayforce inquiries through internal ticketing systems.
• Develop and maintain system documentation, SOPs, and training materials.
• Deliver training tailored to HR, Payroll, People Leaders, and end-users.
• Support onboarding/offboarding access processes and ensure secure system transitions.
• Promote system adoption and continuous learning across the organization.

Process Optimization & Continuous Improvement

• Identify opportunities to automate manual processes and streamline workflows across the HR tech ecosystem.
• Partner cross-functionally with HR, Payroll and IT to align system capabilities with business needs.
• Lead change management efforts for system enhancements and new functionality.
• Evaluate and recommend new HR technology solutions as organizational needs evolve.
• Ensure every system enhancement balances operational excellence with a strong employee experience lens.

Qualifications

• 5+ years of progressive HRIS administration experience, with hands-on expertise in Ceridian Dayforce.
• Strong knowledge of HCM processes including Payroll, Benefits, Time & Attendance, and Core HR.
• Experience administering or supporting additional HR technology platforms (e.g., compensation, engagement, performance, or employer branding tools).
• Demonstrated experience building complex reports and dashboards for senior leadership.
• Strong data analysis and statistical interpretation skills.
• Solid understanding of employment legislation and compliance requirements.
• Experience supporting data integrity and audits.
• Strong analytical, stakeholder management, and problem-solving skills.
• High attention to detail and ability to manage sensitive information with discretion.

Our HR systems are more than operational tools—they are foundational to how we support, serve, and care for our people. The HRIS Specialist – Dayforce plays a critical role in enabling accurate, secure, and data-informed people operations through the thoughtful stewardship of our Dayforce platform.

Reporting to the Senior Manager, People Operations, this role serves as the primary Dayforce administrator and system owner. this role serves as the primary Dayforce administrator and system owner, while also supporting and optimizing additional tools within the HR tech stack such as Pave (compensation planning), Culture Amp (engagement and performance), Built (position management), and other people systems.

This role is central to how we deliver a seamless employee experience—through trusted data, reliable systems, and purposeful innovation.

Key Responsibilities

HR Technology Ownership & Administration

• Serve as the primary administrator and subject matter expert for Dayforce HCM.
• Configure, maintain, and optimize modules including Core HR, Payroll, Benefits, Time & Attendance, Recruiting, Compensation, Performance, and Analytics.
• Act as system owner for additional HR technology platforms (e.g., Pave, Culture Amp, Built), ensuring proper configuration, integrations, user access, and data integrity.
• Oversee system integrations between Dayforce and other HR tools, ensuring accurate and secure data flow.
• Manage system updates, testing cycles, and release deployments across platforms.
• Administer user roles, permissions, and access controls in alignment with governance standards.
• Partner with vendors to manage service contracts, system enhancements, and issue resolution.

Data Governance, Integrity & Compliance

• Conduct regular audits to ensure data accuracy, completeness, and regulatory compliance.
• Oversee employee lifecycle transactions (hires, terminations, job changes, compensation updates).
• Maintain strong data governance standards, documentation, and audit trails.
• Ensure compliance with employment legislation and data privacy requirements.
• Manage data imports/exports and support integration integrity between HRIS and other systems (e.g., Payroll).
• Support data security reviews and access audits across the HR tech stack.

Reporting, Analytics & Workforce Insights

• Develop and maintain dashboards, custom reports, and analytics tools to support leadership decision-making.
• Design automated and self-service reporting solutions for stakeholders.
• Generate recurring reports related to payroll, benefits, workforce demographics, engagement, time-off utilization, and budgeting.
• Support organizational initiatives through data insights (e.g., engagement surveys, workforce planning).
• Identify trends and opportunities for process optimization using predictive and descriptive analytics.
• Continuously explore advancements in HR technology, analytics, automation, and AI to enhance system capability.

User Support & Enablement

• Provide Tier 2/3 support for Dayforce inquiries through internal ticketing systems.
• Develop and maintain system documentation, SOPs, and training materials.
• Deliver training tailored to HR, Payroll, People Leaders, and end-users.
• Support onboarding/offboarding access processes and ensure secure system transitions.
• Promote system adoption and continuous learning across the organization.

Process Optimization & Continuous Improvement

• Identify opportunities to automate manual processes and streamline workflows across the HR tech ecosystem.
• Partner cross-functionally with HR, Payroll and IT to align system capabilities with business needs.
• Lead change management efforts for system enhancements and new functionality.
• Evaluate and recommend new HR technology solutions as organizational needs evolve.
• Ensure every system enhancement balances operational excellence with a strong employee experience lens.

Qualifications

• 5+ years of progressive HRIS administration experience, with hands-on expertise in Ceridian Dayforce.
• Strong knowledge of HCM processes including Payroll, Benefits, Time & Attendance, and Core HR.
• Experience administering or supporting additional HR technology platforms (e.g., compensation, engagement, performance, or employer branding tools).
• Demonstrated experience building complex reports and dashboards for senior leadership.
• Strong data analysis and statistical interpretation skills.
• Solid understanding of employment legislation and compliance requirements.
• Experience supporting data integrity and audits.
• Strong analytical, stakeholder management, and problem-solving skills.
• High attention to detail and ability to manage sensitive information with discretion.