Sales Enablement Program Manager Jobs in USA with Visa Sponsorship
Sales Enablement Program Managers qualify for H-1B visa and L-1 visa sponsorship when the role requires a bachelor's degree in business, marketing, or a related field. Employers in SaaS, enterprise software, and consulting sponsor this title regularly, though you'll need to document that the position is a specialty occupation. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsAbout RentSpree
Renting should be faster, fairer, and less stressful than it is. We're the infrastructure that makes that happen. Four million users. 300+ real estate company and MLS partnerships. Ten years of consistent growth. From applications and screening to payments and lease management, the full rental journey runs on RentSpree.
Recognized by Forbes as a Best Startup Employer and by BuiltIn Seattle as a Best Place to Work.
Sales Enablement Program Manager - Seattle, WA (hybrid)
In this role, you support the Sales and Success teams in integrating new partners faster, not project managing every integration. You'll own the system the integration runs on: the playbooks, the kickoff and technical intake templates, the QA and go/no-go checklists, the AI-drafted prep and reporting, the vendor runbooks, and the training that lets a CSM run a Matrix or Flex launch without a gatekeeper. When a new platform or a tricky custom integration shows up, you turn it into a repeatable path the next CSM can follow on their own.
You'll also help CSMs stay ahead of their Launch Velocity KR: setting each launch's target dates, keeping their KR updates and the integration dashboard current, and following through so the targets actually get hit. You sit beside the CSMs and the Solutions Architect, alongside but not on the critical path of any single launch.
You know the real estate industry and MLS platforms, you've built enablement that people have actually used, and you can talk feed specs with an engineer and a rollout plan with a CSM in the same hour. You'll report to the Director of Sales and Success to be close to the end customer.
A few launch calls and vendor syncs land outside standard hours, since some of our engineering squads sit in Bangkok and some partners run on their own clock.
- Build and own the enablement system that lets CSMs drive integrations themselves: kickoff decks, the technical intake, onboarding playbooks, QA and go/no-go checklists, and GTM templates.
- Turn each new platform or vendor into a repeatable runbook (Rapattoni, Clareity, Relevate, Solid Earth, REcore), so the second build needs no special handling and no single person is the relay.
- Train and coach CSMs to run kickoffs and own the partner relationship as drivers, not servicers. Build their technical fluency so they can connect a partner straight to the Solutions Architect.
- Own the program's tech-provider relationships at RESO industry standards. Maintain the vendor knowledge base, the credential and SSO references, and the integration specs that CSMs and the SA pull from.
- Support CSMs on the Launch Velocity KR they own: help them set each launch's build-type target dates, keep their KR updates and the integration dashboard current, and follow through so targets get met. The framework is owned centrally; you make it easy to hit targets.
- Accelerate solutions, not problems. When a launch slips against its Meet target, spot it early and help the CSM pull in the right owner (Sales, Engineering, or Product) before a slip becomes a miss.
- Build the AI workflows that run the integration process: prep briefs, recap and ticket drafting, status refreshes, the post-launch health monitor. Automate the manual steps, then go find the next process improvement. Treat the current process as something to outgrow, never good enough.
- Keep the operating model current as volume grows, and retire process that stops earning its keep. Support an ever-increasing book of business. Our processes must be scalable.
Our job descriptions evolve with our business needs and priorities. Your role may include other tasks, projects, and team support.
Skills You Bring
- 7+ years in program management, sales enablement, or technical implementation, with a track record of building systems and playbooks other people run, not just running projects yourself.
- Working knowledge of the real estate industry and MLS platforms. You understand listing feeds, syndication, SSO vendors, and how MLS data and vendor systems fit together (RESO, RETS, and the common feed formats).
- You've enabled a customer-facing team before: training, playbooks, or tooling that measurably sped them up and made them self-sufficient.
- Comfort sitting between Engineering, Product, and Sales/Customer Success, and translating cleanly in every direction.
- Strong instinct for systems over heroics. You measure your success by the team's speed, not by how indispensable you are.
- Fluent in Jira, Notion, and Google Workspace, and quick to wire up AI workflows that kill repetitive work.
- Bonus: you've onboarded SaaS or proptech partners, managed MLS tech vendors, or worked inside or alongside an MLS.
Qualities You Practice
These are the principles we hire for and hold ourselves to:
- Own it end to end. Drive projects from idea to execution. Take pride in the work. Do what it takes.
- Communicate like a teammate. Direct, candid, and respectful. Give feedback well, receive it well, and build trust through transparency.
- Hold a high bar. Think critically. Stay curious. Keep looking for ways to do it better.
- Stay adaptable. Anticipate challenges, take initiative, and bring resourcefulness to whatever comes next.
- Experiment and learn fast. Try things. Learn from what doesn't work. Keep it simple.
- Debate well, commit fully. Push back constructively, contribute your point of view, then align and move together.
- AI is a core skill. Use AI tools to move faster and think sharper.
- Think in systems. See the whole pipeline, not the single ticket. Fix the root cause so the same problem doesn't come back, and design so the next person never hits the same problem.
Why Join Us?
The work here is real, the problems are hard, and you'll have teammates who push you to do your best.
- Competitive compensation.
- Equity. Share in what you help build.
- The team. Talented colleagues who push you and back you up.
- Room to grow. Coaching, resources, and development beyond the role you start in.
- Health coverage from day one. Medical, dental, and vision for you and your dependents. HSA/FSA options. Headspace Care+, gym discounts, and more.
- A real plan for your future. Life and disability coverage, plus a SIMPLE IRA with company match.
- Flexible vacation. Take the time you need. We trust you to manage it.
- 11 holidays a year, plus 3 recharge days.
- Ways to connect. Reimbursed weekly team lunches, game nights, and events. In-person and remote.
- Recognition. Recognize a peer with Sprees (redeemable for gift cards or donations). Nominate someone for a S.P.R.E.E. Award with a potential spot bonus.
- The tools to do your best work. Business expense allowance and internet reimbursement.
- Family support. Parental leave and fertility benefits.
- Legal and tax help. Legal benefits and tax support through RocketLawyer.
- Seattle HQ perk. Company-sponsored Orca card for public transit to and from the office.
- High impact, lean team. Small teams, close to customers, shipping work that matters. Your fingerprints are on the product.
SpreeHours
RentSpree has teams in the US and Bangkok. Collaboration across that distance requires a shared window: Monday-Thursday, 5–7pm PT / 7-9am ICT.
How often you're in SpreeHours depends on your role, team, and projects. Any SpreeHours you work, you take back as flex time the same week. Outside of SpreeHours, your schedule is yours.
Ready to Build Something Big?
If you take ownership, move with urgency, and want to work on problems that matter, we'd love to hear from you. You don't need to meet every requirement. If this feels like the right place to do your best work, reach out.
EEO Statement
RentSpree is an equal opportunity employer committed to diversity and inclusion in the workplace. We do not discriminate on the basis of race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic under federal, state, or local law. This applies to all employment practices, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. Hiring decisions are made on qualifications, merit, and business need.
About RentSpree
Renting should be faster, fairer, and less stressful than it is. We're the infrastructure that makes that happen. Four million users. 300+ real estate company and MLS partnerships. Ten years of consistent growth. From applications and screening to payments and lease management, the full rental journey runs on RentSpree.
Recognized by Forbes as a Best Startup Employer and by BuiltIn Seattle as a Best Place to Work.
Sales Enablement Program Manager - Seattle, WA (hybrid)
In this role, you support the Sales and Success teams in integrating new partners faster, not project managing every integration. You'll own the system the integration runs on: the playbooks, the kickoff and technical intake templates, the QA and go/no-go checklists, the AI-drafted prep and reporting, the vendor runbooks, and the training that lets a CSM run a Matrix or Flex launch without a gatekeeper. When a new platform or a tricky custom integration shows up, you turn it into a repeatable path the next CSM can follow on their own.
You'll also help CSMs stay ahead of their Launch Velocity KR: setting each launch's target dates, keeping their KR updates and the integration dashboard current, and following through so the targets actually get hit. You sit beside the CSMs and the Solutions Architect, alongside but not on the critical path of any single launch.
You know the real estate industry and MLS platforms, you've built enablement that people have actually used, and you can talk feed specs with an engineer and a rollout plan with a CSM in the same hour. You'll report to the Director of Sales and Success to be close to the end customer.
A few launch calls and vendor syncs land outside standard hours, since some of our engineering squads sit in Bangkok and some partners run on their own clock.
- Build and own the enablement system that lets CSMs drive integrations themselves: kickoff decks, the technical intake, onboarding playbooks, QA and go/no-go checklists, and GTM templates.
- Turn each new platform or vendor into a repeatable runbook (Rapattoni, Clareity, Relevate, Solid Earth, REcore), so the second build needs no special handling and no single person is the relay.
- Train and coach CSMs to run kickoffs and own the partner relationship as drivers, not servicers. Build their technical fluency so they can connect a partner straight to the Solutions Architect.
- Own the program's tech-provider relationships at RESO industry standards. Maintain the vendor knowledge base, the credential and SSO references, and the integration specs that CSMs and the SA pull from.
- Support CSMs on the Launch Velocity KR they own: help them set each launch's build-type target dates, keep their KR updates and the integration dashboard current, and follow through so targets get met. The framework is owned centrally; you make it easy to hit targets.
- Accelerate solutions, not problems. When a launch slips against its Meet target, spot it early and help the CSM pull in the right owner (Sales, Engineering, or Product) before a slip becomes a miss.
- Build the AI workflows that run the integration process: prep briefs, recap and ticket drafting, status refreshes, the post-launch health monitor. Automate the manual steps, then go find the next process improvement. Treat the current process as something to outgrow, never good enough.
- Keep the operating model current as volume grows, and retire process that stops earning its keep. Support an ever-increasing book of business. Our processes must be scalable.
Our job descriptions evolve with our business needs and priorities. Your role may include other tasks, projects, and team support.
Skills You Bring
- 7+ years in program management, sales enablement, or technical implementation, with a track record of building systems and playbooks other people run, not just running projects yourself.
- Working knowledge of the real estate industry and MLS platforms. You understand listing feeds, syndication, SSO vendors, and how MLS data and vendor systems fit together (RESO, RETS, and the common feed formats).
- You've enabled a customer-facing team before: training, playbooks, or tooling that measurably sped them up and made them self-sufficient.
- Comfort sitting between Engineering, Product, and Sales/Customer Success, and translating cleanly in every direction.
- Strong instinct for systems over heroics. You measure your success by the team's speed, not by how indispensable you are.
- Fluent in Jira, Notion, and Google Workspace, and quick to wire up AI workflows that kill repetitive work.
- Bonus: you've onboarded SaaS or proptech partners, managed MLS tech vendors, or worked inside or alongside an MLS.
Qualities You Practice
These are the principles we hire for and hold ourselves to:
- Own it end to end. Drive projects from idea to execution. Take pride in the work. Do what it takes.
- Communicate like a teammate. Direct, candid, and respectful. Give feedback well, receive it well, and build trust through transparency.
- Hold a high bar. Think critically. Stay curious. Keep looking for ways to do it better.
- Stay adaptable. Anticipate challenges, take initiative, and bring resourcefulness to whatever comes next.
- Experiment and learn fast. Try things. Learn from what doesn't work. Keep it simple.
- Debate well, commit fully. Push back constructively, contribute your point of view, then align and move together.
- AI is a core skill. Use AI tools to move faster and think sharper.
- Think in systems. See the whole pipeline, not the single ticket. Fix the root cause so the same problem doesn't come back, and design so the next person never hits the same problem.
Why Join Us?
The work here is real, the problems are hard, and you'll have teammates who push you to do your best.
- Competitive compensation.
- Equity. Share in what you help build.
- The team. Talented colleagues who push you and back you up.
- Room to grow. Coaching, resources, and development beyond the role you start in.
- Health coverage from day one. Medical, dental, and vision for you and your dependents. HSA/FSA options. Headspace Care+, gym discounts, and more.
- A real plan for your future. Life and disability coverage, plus a SIMPLE IRA with company match.
- Flexible vacation. Take the time you need. We trust you to manage it.
- 11 holidays a year, plus 3 recharge days.
- Ways to connect. Reimbursed weekly team lunches, game nights, and events. In-person and remote.
- Recognition. Recognize a peer with Sprees (redeemable for gift cards or donations). Nominate someone for a S.P.R.E.E. Award with a potential spot bonus.
- The tools to do your best work. Business expense allowance and internet reimbursement.
- Family support. Parental leave and fertility benefits.
- Legal and tax help. Legal benefits and tax support through RocketLawyer.
- Seattle HQ perk. Company-sponsored Orca card for public transit to and from the office.
- High impact, lean team. Small teams, close to customers, shipping work that matters. Your fingerprints are on the product.
SpreeHours
RentSpree has teams in the US and Bangkok. Collaboration across that distance requires a shared window: Monday-Thursday, 5–7pm PT / 7-9am ICT.
How often you're in SpreeHours depends on your role, team, and projects. Any SpreeHours you work, you take back as flex time the same week. Outside of SpreeHours, your schedule is yours.
Ready to Build Something Big?
If you take ownership, move with urgency, and want to work on problems that matter, we'd love to hear from you. You don't need to meet every requirement. If this feels like the right place to do your best work, reach out.
EEO Statement
RentSpree is an equal opportunity employer committed to diversity and inclusion in the workplace. We do not discriminate on the basis of race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic under federal, state, or local law. This applies to all employment practices, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. Hiring decisions are made on qualifications, merit, and business need.
See all 300+ Sales Enablement Program Manager Jobs
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Get Access To All JobsTips for Finding Visa Sponsorship as a Sales Enablement Program Manager
Frame the role as a specialty occupation
H-1B approval depends on proving the job requires a specific bachelor's degree, not just any degree. Document that your role demands expertise in instructional design, revenue operations, or a directly related field to strengthen your petition.
Target SaaS and enterprise software employers
Technology companies with large sales organizations sponsor Sales Enablement Program Managers at higher rates than other industries. These employers have established immigration programs and are familiar with H-1B and L-1 petition requirements for program management roles.
Get your LCA certified before your start date
Your employer files a Labor Condition Application with the Department of Labor before submitting your H-1B petition. This step confirms the role meets prevailing wage requirements and must be approved before USCIS will process your I-129 petition.
Ask about premium processing upfront
Standard H-1B adjudication takes several months. Premium processing gets a decision within 15 business days for an additional fee paid by your employer. For program management roles with defined start dates, this timeline often matters significantly.
Document cross-functional scope in your petition
Sales Enablement roles that span product, marketing, and revenue operations are easier to classify as specialty occupations. A petition that shows complex, degree-requiring work across multiple business functions is harder for USCIS to deny than a narrowly scoped role.
Understand your grace period between jobs
If you're changing employers, you have a 60-day grace period after your current job ends. Your new employer should file an H-1B transfer petition as early as possible so you can begin working under portability rules without a gap in authorization.
Frequently Asked Questions
Does a Sales Enablement Program Manager role qualify for H-1B sponsorship?
Yes, but approval is not automatic. USCIS must be satisfied that the role is a specialty occupation requiring a specific bachelor's degree. Sales Enablement roles with clear ties to business administration, instructional design, or marketing generally qualify. Roles written as general program management with flexible degree requirements face more scrutiny. The petition language and job description matter significantly.
What degree do I need for an employer to sponsor me in this role?
Most H-1B visa petitions for Sales Enablement Program Managers are filed with degrees in business administration, marketing, communications, or organizational psychology. A degree in a directly related field strengthens the specialty occupation argument. If your degree is in an unrelated field, relevant work experience and advanced coursework can sometimes substitute, though this makes the petition more complex to adjudicate.
Which types of employers sponsor Sales Enablement Program Managers most often?
SaaS companies, enterprise software firms, and management consulting practices file the most H-1B petitions for sales enablement roles. Companies with dedicated revenue operations or go-to-market teams are the most likely to have established immigration programs. Browse open roles on Migrate Mate to identify employers who are actively hiring and have a track record of sponsoring this title.
Can I transfer my H-1B to a new employer if I change Sales Enablement jobs?
Yes. H-1B portability allows you to start working for a new employer once they file a transfer petition, even before USCIS approves it, as long as your prior H-1B was approved and you've maintained valid status. The new employer files a fresh I-129 petition with a new LCA. You don't restart the six-year H-1B clock, and you don't re-enter the lottery.
How does the H-1B lottery affect my chances of getting sponsored for this role?
The regular H-1B cap applies to most Sales Enablement Program Manager roles unless your employer is a university, nonprofit research institution, or cap-exempt organization. In recent years, USCIS has received far more registrations than available slots, resulting in selection rates around 25%. Cap-exempt employers offer a path around the lottery entirely, which is worth factoring into your job search strategy.
What is the prevailing wage requirement for sponsored Sales Enablement Program Manager jobs?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.