About JustPark

JustPark is the premier partner offering both B2B solutions for destinations and B2C services for drivers. From venues and councils to private driveways, our platform makes it simple for drivers to find, book, and pay for parking—while empowering our operating partners to deliver exceptional parking experiences.

We are two trailblazing companies become one. ParkHub revolutionized event parking in the US, optimizing venue operations for a smoother, stress-free experience. JustPark transformed parking in the UK, turning the hunt for a spot into a simple, seamless task. Together we offer a full-service, frictionless parking solution for both businesses and consumers.

About the role

This is the first dedicated enablement seat in our US commercial organization. Today onboarding happens role by role, run by whoever has capacity, and training is largely whatever a manager makes time for. You are here to replace that with something deliberate.

You will own onboarding for every commercial role in the US — BDRs, Account Executives, Account Managers and Associate Account Managers, and our North American Marketing team — working hand in hand with each team lead rather than around them. You will build the continuous training that keeps those teams sharp after week four, and the product education that keeps them credible across a product set spanning event-day venue operations and everyday parking. Marketing is in scope too, though it looks different there: product and competitive education, and closing the gap between what we publish and what reps actually say in the room.

On coaching, the line is deliberate. Managers coach their own reps — we are not creating a second reporting line into that. Your job is to build the coaching system managers use: frameworks, call review standards, the certification bar, scorecards. Then you coach the managers on how to use it. When you work with a rep directly, it is through certification or a specific gap a manager asked you to close, not a standing one-to-one.

You report to the VP of Revenue Operations and will not carry a team. You will carry a mandate wider than one person lands at once, so your first conversation with your VP is about sequence: what gets built first and what waits. This role is remote within the US, with regular travel to our Dallas–Fort Worth hub — onboarding cohorts and manager coaching land better in the room.

Requirements

Position Responsibilities:

Onboarding

• Own onboarding end to end for every US commercial role, building each role’s ramp plan with its team lead: what a new hire learns in week one, what they do unsupervised by week four, and what they must demonstrate to be signed off
• Run cohorts in person in Dallas wherever the hiring calendar allows, and make the remote version genuinely work when it does not
• Set and hold the certification bar — pitch, product and role-specific — so “ramped” means something consistent rather than a manager’s gut feel
• Improve the program every cohort based on what actually happened to those hires at 30, 60 and 90 days

Continuous training and product education

• Build the ongoing training calendar that keeps tenured reps sharp: discovery, objection handling, negotiation, multi-threading, renewal and expansion
• Own product education across the full JustPark and ParkHub product set as the merged platform evolves, and run release enablement so changes reach the field as working knowledge rather than a Slack post
• Work with Marketing to turn positioning and collateral into training reps can use, and adapt what exists where it does not yet land
• Build the self-serve library — call recordings, frameworks, one-pagers, certification material — and keep it current enough that people trust it

Coach the coaches, and measure it

• Build the coaching system managers use — call review standards, scorecards, frameworks and the cadence that holds them — then coach the managers on running it
• Curate the Gong call library into teaching material: the calls that show what good sounds like, by role and scenario
• Define and report the enablement metrics in Salesforce and Gong — time to full productivity, certification completion and pass rates, attainment and win rate. There is no enablement platform today, so you will make the tools we have do the job.
• Bring the VP a point of view on where the commercial team’s capability gaps actually are, backed by what you see in calls and in the data

Who thrives here

We hire for four things across the commercial team. In this role you model them and build them into everyone else.

• Growth mindset. You treat your own program as a draft. When a cohort ramps slowly you change the onboarding rather than conclude the hires were weak.
• Team player. You build with the team leads, not at them — earning the right to change how a manager onboards by first understanding why they do it that way.
• Daily work ethic. Enablement is unglamorous and cumulative. The program is only as good as its least-maintained part.
• Coachability. You ask reps and managers what is not working and actually change it, taking feedback on your own training as openly as you expect from a rep.

What success looks like

Like a manager, you are ultimately measured on whether the commercial team’s number improves. These are how we know you are getting there before it moves.

• By day 30 — You have sat with every team lead, listened to calls across all four role families, and talked to recent hires about their onboarding. You have a written assessment of the capability gaps and an agreed build sequence with the VP.
• By day 60 — The first role’s onboarding is built, documented and has run with a new hire. Its certification bar is defined, the manager coaching cadence has started, and the Gong library is being curated rather than just accumulating.
• By day 90 — Onboarding is live for the priority roles with defined ramp and certification. The training calendar is published, managers run call reviews to a consistent standard, and you are reporting productivity, certification and attainment to the VP.

Requirements

• Based in the US with the ability to travel regularly to our Dallas–Fort Worth hub, including for onboarding cohorts; US work authorization
• 2–4 years in sales enablement, revenue enablement or sales training at a B2B organization
• Demonstrable experience building an onboarding or ramp program, not only delivering one — be ready to walk us through something you designed and what it changed
• Comfortable teaching across role types: enabling a BDR on cold calling is not the same as enabling an AM on a renewal conversation
• Strong facilitation in a room and over video, with the judgment to know which a session needs
• Fluent in Salesforce and comfortable building reporting in it; experience with call intelligence, ideally Gong, to build coaching material rather than just listen back
• Able to work without an enablement platform — we have no LMS and you will build the first version with the tools we have
• Credible with sellers. A quota-carrying background is not required, but you will need to earn the room’s trust quickly either way
• Clear writer. Much of this job is documentation people will actually read
• Nice to have: enabling post-sale teams as well as sales; enabling through a merger or product integration; exposure to events, hospitality, commercial real estate, municipal government, parking or venue technology

Benefits

What We Offer:

Recharge your batteries

• Unlimited PTO policy
• Complimentary in-office barista (Dallas office)
• Catered breakfast & lunch Tuesday–Thursday (Dallas office)
• Weekly social events at the office (Dallas office)

Investment in you and your wellbeing

• Comprehensive medical & dental coverage through Blue Cross Blue Shield and Mutual of Omaha
• Multiple healthcare plan options including low-deductible and HSA, plus broad supplemental benefits
• Employee Assistance Program
• Subscriptions to mental health assistance platforms

We look out for your family

• Generous parental leave policy
• Fertility support via ARC Fertility
• Pet insurance and discount plans

Look after the pennies

• 401(k) retirement and savings plan
• Travel stipend for local employees

Success is best when it's shared

• Regular social activities and ad hoc celebrations