Our mission at Oura is to empower every person to own their inner potential. Our award-winning products help our global community gain a deeper knowledge of their readiness, activity, and sleep quality by using their Oura Ring and its connected app. We've helped millions of people understand and improve their health by providing daily insights and practical steps to inspire healthy lifestyles.
Empowering the world starts with living our values and empowering our team. As a quickly growing company focused on helping people live healthier and happier lives, we ensure that our team members have what they need to do their best work — both in and out of the office.
We are seeking a Director of Commercial Enablement to build and lead the enablement backbone for how Oura goes to market in B2B.
This role's primary focus is direct B2B sales enablement — building the motions, methodology, tools, and field assets that allow Oura's growing direct sales and customer success teams to sell and serve customers with consistency and confidence across segments including Corporate Sales, Human Performance, and Enterprise Healthcare.
As Oura's partnership business matures, this role will also extend enablement to partnership motions — equipping partner managers and ecosystem teams with the frameworks, plays, and assets they need to recruit, activate, and grow partners. We expect this person to grow into that scope, and partnership exposure is a meaningful plus — but direct B2B mastery comes first.
You will define and standardize how these motions run, turn products and programs into sellable offerings for the field, embed sales and customer success methodologies, and ensure that tools and processes actually support how teams sell and serve customers. While this role is hands‑on, success depends on choosing the right priorities, mobilizing resources, and driving execution through cross‑functional partners.
Define how Oura sells across B2B segments and use cases — translating strategy into clear sales motions, plays, and execution models that sellers can run repeatedly and managers can coach to.
Build and maintain a motion‑based enablement spine that segments can plug into without reinventing execution every time.
Partner with market-led leaders (e.g., Employer Wellness, Enterprise Healthcare, Human Performance) so motions stay aligned to segment strategy and revenue goals.
Turn products, bundles, pricing, and packaging into sellable, repeatable offerings that direct sellers can confidently position and deliver.
Own the lifecycle of core field assets — pitch narratives, playbooks, talk tracks, FAQs, objection handling, and competitive guidance — for direct B2B routes to market.
Partner closely with Product and Product Marketing so launches and roadmap changes translate into clear offers and field guidance, not just decks.
As partnership motions mature, extend this asset ownership to partner-facing materials and co-sell plays.
Embed agreed‑upon qualification, deal management, expansion, and retention frameworks across direct sales and customer success.
Equip frontline managers with coaching tools, cadences, and inspection templates that reinforce methodology in pipeline reviews, deal strategy sessions, and QBRs.
Over time, support partner managers with frameworks for partner lifecycle management — from recruitment and activation through co‑sell/co‑market and renewal/expansion.
Partner with RevOps, Systems, and PMO to ensure workflows, handoffs, and policies in CRM/CPQ and related tools match how the field actually sells and serves customers.
Own or co‑own commercial enablement platforms (e.g., LMS, content hubs, enablement tools) so content and training are easy to find, current, and embedded in sellers' workflows.
Help simplify the engagement model for Product, Legal, and Marketing by driving standardized motions and reducing bespoke requests.
Make enablement programs measurable: define clear readiness and adoption metrics (e.g., participation, certification, content usage) and link them to outcomes such as productivity, win rates, ramp time, and cycle time.
Run a tight feedback loop from the field back into GTM strategy — using insights from reps and managers to refine motions, assets, and training.
Ensure enablement leads to behavior change in the field, not just content production — focusing on what sellers do differently and the performance gains that result.
10+ years in Sales Enablement, Commercial Enablement, Revenue Operations, or similar field-facing B2B roles — with the majority of that time focused on direct B2B sales organizations.
Proven experience leading enablement for direct B2B sales teams in complex, multi-product or multi-segment environments.
Track record of building programs that sales and CS teams actually use — with demonstrated impact on productivity, win rates, deal velocity, and ramp time.
Experience partnering closely with Sales, Product Marketing, and RevOps leadership; strong credibility with frontline teams and managers.
Partnership or channel enablement experience is a meaningful plus — candidates who have enabled partner organizations, even in a supporting or adjacent capacity alongside direct sales work, will stand out.
Deep understanding of direct B2B sales processes spanning prospecting, discovery, solutioning, negotiation, implementation, renewal, and expansion.
Strong execution mindset — able to move from strategy to clear programs, workback plans, and deliverables with defined owners and timelines.
Excellent communication and facilitation skills; comfortable leading trainings, workshops, and executive‑level discussions.
Pragmatic, low‑ego operator who is highly responsive to field needs, with a bias toward simple, scalable solutions over one‑off requests.
Comfortable operating in fast‑moving, ambiguous environments and making smart tradeoffs on depth vs. speed.
Readiness and confidence of direct sales and CS teams to sell and support Oura's offerings (surveys, certifications, manager feedback).
Adoption and effectiveness of enablement programs — content and tool usage, training completion, and impact on win rates, ASP, cycle time, and time‑to‑ramp.
Evidence that execution is becoming more motion-led and standardized — clearer plays, fewer bespoke processes, simpler cross‑functional engagement — while markets retain strong ownership of outcomes.
Quality of partnership and feedback from Direct Sales Leadership, market leads, frontline managers, and RevOps.
As the role matures: partner-sourced/influenced revenue, partner activation rates, and partner manager readiness scores.
At Oura, we care deeply about you and your well‑being. Everyone here has a ring of their own, and we continually look for ways to improve employee health and benefits.
Competitive salary and equity packages
Health, dental, and vision insurance, plus mental health resources
An Oura Ring of your own plus employee discounts for friends & family
20 days of paid time off plus 13 paid holidays and 8 days of flexible wellness time off
Paid sick leave and parental leave
Oura takes a market‑based approach to pay, which may vary depending on your location. U.S. locations are categorized into tiers based on a cost‑of‑labor index for that area. While most offers will be closer to the starting range, final compensation will be based on job‑related skills, experience, qualifications, work location, internal peer equity, and market conditions.
These ranges may be modified in the future.
Region 1 $200,600 - $236,000
Region 2 $182,750 - $215,000
Region 3 $164,900 - $194,000
A recruiter can determine your Region based on your US location.
We are not considering candidates residing in the following states: Alaska (AK), Delaware (DE), Iowa (IA), Mississippi (MS), Missouri (MO), Nebraska (NE), South Dakota (SD), West Virginia (WV), and Wisconsin (WI).
Oura is proud to be an equal opportunity workplace. We celebrate diversity and are committed to creating an inclusive environment for all employees. Individuals seeking employment at Oura are considered without regard to age, ancestry, color, gender (including pregnancy, childbirth, or related medical conditions), gender identity or expression, genetic information, marital status, medical condition, mental or physical disability, national origin, protected family care or medical leave status, race, religion (including beliefs and practices or the absence thereof), sexual orientation, military or veteran status, or any other characteristic protected by federal, state, or local laws. We will not tolerate discrimination or harassment based on any of these characteristics.
We will work to ensure individuals with disabilities are provided reasonable accommodation to participate in the interview process, to perform essential job functions, and to receive other benefits and privileges of employment.
Disclaimer: Beware of fake job offers! We’ve been alerted to scammers posing as ŌURA recruiters, especially for remote roles. Please note:
Our jobs are listed only on the ŌURA Careers page and trusted job boards.
We will never ask for personal information like ID or payment for equipment upfront.
Official offers are sent through Docusign after a verbal offer, not via text or email.
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To all recruitment agencies: Oura does not accept agency resumes. Please do not forward resumes to our jobs alias, Oura employees, or any other organization's location. Oura is not responsible for any fees related to unsolicited resumes.
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Oura is a Finnish wearable technology company that produces smart rings designed to track health metrics including sleep, activity, heart rate, and recovery. The rings provide personalized insights through a mobile app and target health-conscious consumers and athletes.
Visit website$164,900 – $236,000
Base + Bonus · Other Equity
