Head of Sales Onboarding and Ramp

Hungry, Humble, Honest, with Heart.

The Opportunity

Nutanix is looking for a Head of Sales Onboarding and Ramp to own how every new sales rep, systems engineer, and renewal manager gets from day one to full productivity and you’ll work to shorten the distance.

You'll take an established global onboarding program and evolve it into a milestone-driven ramp engine: clear stages from first week to first close, role-specific tracks, and a measured path to full quota. You'll run it in person and you'll partner with corporate onboarding and sales leadership worldwide to make new hire success a shared commitment.

This is a performance role, not a program-management role. The measure of success is seller readiness and time to ramp, not sessions delivered or courses completed.

If you've carried a quota, are ready to build the onboarding you wish you'd had, and can hold a room of new hires and a room of regional sales VPs with equal credibility, we'd like to meet you.

About the Team

You'll join the Revenue Enablement team, whose remit spans sales enablement, customer education, and partner enablement, and report to the Enablement Programs leader. You'll lead a small, dedicated onboarding team, and you'll succeed through a high degree of partnership across the wider enablement org — curriculum, sales programs, enablement technology, and analytics — and with stakeholders throughout the business.

This role is strongly preferred in San Jose, where our in-person onboarding sessions are held. Hybrid, three days a week onsite.

Your Role

• Own the ramp. Own the end-to-end new hire journey for sales reps, systems engineers, and renewal managers; one integrated program that branches into role-specific tracks at the right moments. You are jointly accountable with sales leadership for time to ramp: the time it takes a new hire to come off ramp quota and carry full quota.
• Design for progression, not attendance. Build a multi-stage milestone architecture — certification, validated selling motions, first qualified opportunity, first close — that measures completion through results, not seat time.
• Connect onboarding to ongoing enablement. Integrate the ongoing enablement curriculum into the ramp timeline so the path to full quota is one continuous, instrumented arc rather than two disconnected programs. Orchestrate subject matter experts across product, product marketing, and the field to keep content current and credible.
• Cover every entry point. Own ramp for new hires, internal transfers, promotions into a new role, and acquisition cohorts. Anyone landing in a new seat is your customer.
• Make managers accountable. New hire success is shared. Give frontline managers and regional leaders the milestone visibility, coaching structure, and cadence to own their people's ramp. Build the reporting that makes that ownership visible.
• Build AI into the ramp, not around it. Design AI into the new hire experience where it makes learners measurably better, including personalized ramp paths, on-demand practice and roleplay, coaching feedback at scale, adaptive reinforcement between live sessions, and influence how our enablement technology stack evolves to support it.
• Instrument it. Partner with enablement and sales operations to establish the ramp baseline, build the measurement model, and report against it to sales leadership on a regular cadence.
• Deliver globally. Run onboarding across AMS, EMEA, and APJ with regional leadership as full partners. Drive consistent standards with locally credible delivery. Facilitate the in-person portions yourself where it makes sense; you should want to be in the room.
• Lead the team. Manage, coach, and grow a small, dedicated team of onboarding program managers and facilitators.
• Own the employee integration experience. Ensure every new hire, internal mover, and promoted employee builds the relationships, confidence, cultural connection, and organizational understanding required to succeed at Nutanix. Lead the programs, partnerships, and experiences that transform onboarding from an event into a durable foundation for engagement, performance, and retention.

What You Will Bring

• 8+ years in sales, revenue enablement, or sales productivity, including designing, building, and running a multi-stage onboarding program end to end.
• Credibility with sellers. Quota-carrying sales experience strongly preferred. Absent that, direct and demonstrable ownership of a large-scale enablement program for a global sales organization. Sellers and sales leaders have to want to listen to you.
• Proven ownership of ramp or productivity metrics, and the analytical fluency to define them, instrument them, and defend the numbers in front of sales leadership.
• A learner-first approach to AI. You've designed AI into ramp activities to make new hires measurably better, and you have a point of view on where it belongs and where it doesn't.
• Experience managing a global, distributed team.
• Excellent facilitation and executive communication skills.
• Strongly preferred:  sales coaching certification or expertise; account management or post-sales customer-facing experience; experience enabling systems engineers or technical pre-sales.
• Willingness to travel ~25% for delivery or internal events as needed.

Work Arrangement

Hybrid: This role operates in a hybrid capacity, blending the benefits of remote work with the advantages of in-person collaboration. In locations where our workplace policy applies (i.e. San Jose, Durham, Mexico City, Bangalore, Pune, Hoofddorp, Belgrade, Barcelona, Singapore, Sydney and Tokyo), employees are expected to work onsite a minimum of 3 days per week to foster collaboration, team alignment, and access to in-office resources. Workplace type may vary based on location and team requirements. Please speak with your recruiter for details. Additional team-specific guidance and norms will be provided by your manager.

The pay range for this position at commencement of employment is expected to be between USD $ 139,200 and USD $ 277,200 per year.

However, base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. The total compensation package for this position may also include other elements, including a sign-on bonus, restricted stock units, and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment.

If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. Our application deadline is 40 days from the date of posting. In good faith, the posting may be removed prior to this date if the position is filled or extended in good faith.

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