GTM Program Manager, Revenue Onboarding

At Vanta, our mission is to help businesses earn and prove trust. We believe that security should be monitored and verified continuously, and we empower companies to practice better security and prove it with ease. Vanta has a kind and talented team, and while some have prior security experience, many have been successful at Vanta without it. 

As Vanta's revenue organization scales, new hire onboarding is the foundation for long-term GTM performance. As the owner of our new hire bootcamp experience, you'll run and continuously improve the programs that set every new revenue hire up for success from day one. That includes our global live bootcamp in San Francisco and role specific learning journeys to help every Revenue hire ramp successfully. This is a high-impact, high-ownership role that shapes the first impression every new revenue hire has of Vanta.

You'll focus on two core areas:

1. Global New Hire Bootcamp Delivery (San Francisco): Own the planning, delivery, facilitation, and measurement of our live bootcamp in San Francisco. Create a consistent, engaging foundation for new revenue hires and connect the experience to their broader onboarding journeys.

2. Post-Bootcamp New Hire Learning Journeys: Own program management for onboarding through the first 90 days, including shared Revenue learning and role-specific journeys. Partner with Field Enablement to develop and maintain experiences for Account Executives, Solutions Engineers, Customer Success Managers, Account Managers, Sales Development Reps and other customer-facing roles.

This will be a hybrid role based in our San Francisco office.

What you’ll do as a GTM Program Manager, Revenue Onboarding at Vanta:

- Own end-to-end execution of Revenue bootcamp, including program planning, logistics, facilitator preparation, live facilitation, and learner and stakeholder communications.

- Build and maintain a scalable onboarding curriculum with subject matter experts, covering Vanta’s product, customers, sales methodology, competitive landscape, and culture.

- Partner with Field Enablement to connect bootcamp with role-specific learning, practice, and readiness milestones throughout each new hire’s first 90 days.

- Establish clear ownership, timelines, and review processes so onboarding content stays accurate, relevant, and aligned with business priorities.

- Equip hiring managers with visibility into onboarding progress and clear opportunities to reinforce learning through coaching and feedback.

- Identify gaps by role, region, and stage of onboarding, then translate learner feedback, manager input, and performance data into a prioritized improvement roadmap.

- Define and track program effectiveness with Enablement and RevOps partners, using measures such as learner feedback, readiness, ramp time, and role-specific productivity milestones.

- Partner across Sales, Customer Success, Marketing, RevOps, and People to deliver a coordinated experience, working with regio