Global Head of GTM Enablement

At LangChain, our mission is to make intelligent agents ubiquitous. We build the foundation for agent engineering in the real world, helping developers move from prototypes to production-ready AI agents that teams can rely on. We began as widely adopted open-source tools and have grown to also offer a platform for building, evaluating, deploying, and operating agents at scale.

With $125M raised at Series B from IVP, Sequoia, Benchmark, CapitalG, and Sapphire Ventures, we’re at a stage where we’re continuing to develop new products, growth is accelerating, and all team members have meaningful impact on what we build and how we work together. LangChain is a place where your contributions can shape how this technology shows up in the real world.

Today, our platform includes LangSmith (Observability, Evaluation, Deployment, Fleet, and Sandboxes), our open source frameworks (LangChain, LangGraph, and Deep Agents), and the newly launched LangSmith Engine for autonomous agent improvement. We have 100M+ monthly open source downloads, 6,000+ active LangSmith customers, and 5 of the Fortune 10 use LangSmith in production (+ 35% of the Fortune 500 overall), including teams at Klarna, Clay, Coinbase, Workday, Lyft, Cloudflare, Harvey, Rippling, Vanta, LinkedIn, Monday.com, Nvidia, and Bridgewater.

We’re looking for a Global Head of GTM Enablement to build and scale the programs, systems, and habits that help our GTM teams perform. As product delivery accelerates and our portfolio and sales motions grow more complex, you’ll ensure the field keeps pace—turning new capabilities into effective execution without adding unnecessary overhead.

You’ll lead a distributed enablement team and partner with leaders across Sales, Marketing, Product, Customer Engineering, Deployed Engineering, and Revenue Operations. You’ll balance global standards with role and regional needs so priorities translate across regions and roles. Success means faster ramp, stronger field execution, and measurable contributions to pipeline and revenue—not simply more training.

You’ll own the strategy and orchestration behind AI in the field: one consistent, continuously current body of GTM knowledge that the tools other teams build can rely on, so delivery, effectiveness, measurement, and scaling all improve as the field grows. You’ll be equally deliberate about where humans remain essential: the conversations and strategic direction that enabling GTM at large requires.

• Define and execute a GTM enablement strategy aligned with revenue growth, customer expansion, and market priorities.

• Partner with executive and regional leaders to identify capability gaps and execution bottlenecks, directing investment toward the highest-impact opportunities.

• Own enablement planning, budget, governance, and operating cadence, with clear priorities, ownership, and success measures across onboarding, technical and product enablement, and outbound enablement.

• Decide where AI changes the enablement model and where human-led work stays, and set the standard the rest of GTM builds against.

• Develop role-based enablement for Account Executives, Account Managers, Sales and Business Development Representatives, Partner/Channel Managers, Customer Engineering, and Deployed Engineering.

• Tailor programs by segment, industry, and geography where it improves execution, preparing teams to support multiple use cases, buyer types, and platform opportunities.

• Design and scale role-based 30/60/90-day onboarding that accelerates time to productivity and, for sellers, time to first deal.

• Establish continuous learning, coaching, and certification programs that reinforce skills beyond onboarding.

• Embed enterprise sales methodologies into day-to-day workflows, deal reviews, and pipeline inspections.

• Equip frontline managers to reinforce skills, inspect execution, and coach consistently—making enablement part of how teams operate, not a separate training activity.

• Structure programs so the knowledge behind them can be reused by AI-assisted practice, reinforcement, and certification, extending reach without proportional headcount.

• Keep human coaching where it changes behavior, so scalable programs extend reach without replacing the conversations that build skill.

• Partner with Product Management and Product Marketing to deliver timely, role-specific training and certification as new capabilities launch.

• Own the internal training, practice, and reinforcement behind customer-facing messaging and assets, so GTM teams apply them effectively.

• Turn product and market expertise into practical playbooks, competitive guidance, demo guides, and value-selling resources that are current, easy to find, and useful in customer conversations.

• Own which assets are canonical, so every team and tool works from the same version as products and markets change.

• Turn patterns from customer conversations, deal outcomes, and field feedback into updates to that knowledge, so what the field and its tools know keeps improving.

• Build, coach, and develop a high-performing team of enablement professionals supporting team members across the Americas, EMEA and APAC.

• Establish clear decision rights and collaboration practices across global and regional teams, balancing consistency with local market needs and competitive dynamics.

• Hire and develop for knowledge architecture and program strategy, not just content production, so the function can run without depending on you.

• Set the enablement technology vision across learning, content management, and conversation intelligence, and work with GTM Systems and GTM Engineering to execute it, including embedding enablement into workflows.

• Define what canonical GTM content exists, who maintains it, and how it stays current, so the tools GTM Systems and GTM Engineering build operate from one source instead of diverging copies.

• Lead the orchestration across GTM Systems, GTM Engineering, Product Marketing, and Revenue Operations, setting requirements for how their tools consume, refresh, and contribute back to that knowledge so quality compounds rather than drifts.

• Build measurement frameworks and executive reporting that connect enablement investments to skill application, behavior change, pipeline, and revenue outcomes across roles and regions.

• Use performance data, manager input, and field feedback to continuously improve programs and prioritize resources.

We offer competitive compensation that includes base salary, variable compensation for relevant roles, meaningful equity, benefits, and perks.

We are hiring for this role across a range of scope, and the compensation band reflects that. Your offer depends on what we learn about your impact, craft, leadership, and communication during the interview process. We will tell you early where you’re tracking and talk comp with you before offer stage. Team members in the EU, UK, and APAC receive locally competitive benefits aligned with regional norms and regulations.