Global Sales Coach

As a Sales Coach, you will work one on one with sellers to lift pipeline generation, deal quality, and forecast accuracy. This is a hands-on field coaching role. You will spend most of your week with sellers and in live deal work, and the rest building the programs that scale what works. You report to the manager of the department and partner closely with frontline sales managers, enablement, product marketing, and the teams integrating newly acquired sellers.

What you get to do in this role:

Coach sellers one on one - This is the center of the role. You will spend most of your week with individual sellers, working on whatever stands between them and their number.

● Run a recurring one-on-one coaching cadence with each assigned seller against a written individual development plan

● Coach the full seller motion—prospecting and outbound rigor, territory and account management, deal management and qualification, executive presence, time and calendar management, CRM accuracy and forecast hygiene, and personal change management through reorgs and portfolio shifts

● Facilitate role plays and certification checkpoints across discovery, executive conversations, pricing, objection handling, and competitive positioning, so mastery is demonstrated rather than assumed

● Observe live customer calls and give same-day feedback that names the specific behavior to change

Build coaching programs with your manager

● Partner with your manager to design programs that answer real business needs—segment ramp paths, focused skill sprints, manager coaching enablement, and remediation tracks

● Build segment-appropriate variants where Enterprise and Commercial need different treatment of the same skill—multi-stakeholder pursuit strategy and executive alignment on one side, call volume, cycle discipline, and portfolio juggling on the other

● Design coaching that scales across a large Commercial population without losing the personal quality that makes coaching work

● Contribute reusable assets back to the global library: playbooks, call frameworks, role play scenarios, and certification rubrics

● Pilot, measure, and retire—keep what moves the number and cut what does not

Support large-scale training events

● Help design and deliver org-wide moments: sales kickoff, bootcamps, mid-year kickoffs, product launch enablement, and field readiness days

● Own assigned tracks end to end—content, facilitators, breakout design, certification, and the reinforcement plan that follows

● Build the follow-through so event content shows up in seller behavior 30 and 60 days later

Document and report progress

● Build and maintain the documentation layer that makes coaching visible and auditable—rep scorecards, skill matrices, certification records, development plans, and progress over time

● Report coaching impact to sales and enablement leadership on a set cadence, tied to business results rather than activity counts

● Keep records consistent enough that another coach could pick up any rep and know exactly where they stand

Shorten time to productivity for new hires, transfers, and acquired teams

● Own the coaching side of ramp for new hires, internal transfers, and sellers joining through acquisition, with an explicit goal of moving time to productivity from roughly six months to three

● Build and run acquisition-specific enablement: cross-portfolio positioning, joint account mapping, tooling and process conversion, and the cultural onboarding that makes acquired sellers feel like part of the team quickly

● Track ramp milestones by cohort and flag an at-risk ramp early enough to fix it

● Give hiring managers a clear read on where each new seller stands and what they need next

Validate readiness on new products, releases, and acquisitions

● Assess whether sellers are genuinely equipped to sell new products, new releases, and newly acquired portfolios—measured through certification, call review, and pipeline evidence, not attendance

● Report readiness gaps to product, marketing, and enablement partners with a recommended fix and a date

● Re-test after remediation and close the loop

To be successful in this role you have:

● Seven or more years in enterprise or commercial software sales, sales management, or sales coaching and enablement

● Direct experience with both a large-deal Enterprise motion and a higher-velocity Commercial or mid-market motion, and a clear point of view on how coaching differs between them

● A track record of coaching adults to behavior change—specific sellers or teams who improved on a measurable metric because of your work

● Fluency in at least one recognized sales methodology, such as MEDDICC, Challenger, Strategic Selling, or Command of the Message, and the ability to coach to it rather than just describe it

● Strong CRM discipline—you can inspect a pipeline and tell the difference between a data problem and a deal problem

● Comfort with the enablement stack: CRM, conversation intelligence, sales content management, and a learning management system

● Credibility with senior sellers and frontline managers—this role carries influence, not authority

● Excellent facilitation and written communication skills, and the judgment to know when to teach and when to ask

Nice to Have:

● Prior quota-carrying experience at both Enterprise and Commercial

● Experience coaching across a multi-product or platform portfolio

● Formal coaching certification, such as ICF or equivalent

● Experience integrating an acquired sales team

JV20

For positions in this location, we offer a base pay of $114,200 - $160,900, plus equity (when applicable), variable/incentive compensation and benefits. Sales positions generally offer a competitive On Target Earnings (OTE) incentive compensation structure. Please note that the base pay shown is a guideline, and individual total compensation will vary based on factors such as qualifications, skill level, competencies, and work location. We also offer health plans, including flexible spending accounts, a 401(k) Plan with company match, ESPP, matching donations, a flexible time away plan and family leave programs. Compensation is based on the geographic location in which the role is located and is subject to change based on work location.

Work Personas

We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here. To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service.

Equal Opportunity Employer

ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, gender identity,  veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements.

Accommodations

Export Control Regulations

For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities.

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