Onboarding Program Manager

** Join Team CARFAX as Onboarding Program Manager*
* ** Why Mobility Global?
** At Mobility Global, our mission is to provide the trusted information that helps billions of people build, sell, and own vehicles with confidence. As we shape the next generation of automotive intelligence through innovation, AI, and industry-leading data, we are creating new opportunities for our customers, our business, and our people.
CARFAX , a division of Mobility Global, helps millions of people every day confidently shop, buy, service and sell used cars with innovative solutions powered by CARFAX vehicle history information. CARFAX is nationally recognized as a top workplace by The Washington Post and  Shop, Buy, Service, Sell - Show me the CARFAXTM.

* 10X Virginia Business Best Places to Work
* 9X Washingtonian Great Places to Work
* 10X Washington Post Top Workplace
* 3X St. Louis Post-Dispatch Best Places to Work  
** About the Role
** At CARFAX, how quickly and consistently new hires reach productivity is a direct revenue imperative - and the Onboarding Program Manager owns that outcome. You'll design, build, and run structured onboarding for every revenue-generating and customer-facing team in the DBU:
Sales (Field, Strategic, and Inside), Customer Care, and Service/Account Management.
A central goal is consistency. Today, onboarding varies depending on which manager a new hire reports to - you'll create a standard, repeatable approach within each team (so every Field Sales director ramps new reps the same way) while keeping each team's distinct needs intact. You'll facilitate monthly in-person sessions at CARFAX's Reston, VA headquarters, build the content new hires rely on, and partner closely with internal teams to ensure new hires receive the most relevant content.
At CARFAX, we believe in the power of teamwork and value in-person interactions so that we can collaborate and thrive together. This position will require 3-4 days a week in our Virginia office subject to change with future business needs.

** What you'll be doing:**
* ** Own onboarding end-to-end for all DBU teams.
** Own the new hire experience for Sales (Field, Strategic, and Inside), Customer Care, and Service/Account Management, building programs that reflect each team's distinct roles, tools, and success metrics. Assess the existing program, keep what works, and build on the rest.
* ** Standardize onboarding within each team.
** Create a consistent, repeatable approach for each team so every new hire gets the same experience regardless of their manager - while preserving the meaningful differences between teams.
* ** Design and own role-specific pathways and milestones.
** Build structured learning journeys for each role, from pre-boarding through full ramp. You own how long onboarding runs and what  ready  means, anchoring each pathway to clear milestones so you can track progress and intervene early when someone falls behind.
* ** Facilitate monthly onboarding sessions and role-plays at HQ.
** Lead structured, high-energy in-person sessions at Reston HQ each month - role-plays, skills practice, objection handling, and live dealer simulations. The best programs are practice-heavy, not information-dumps, so reps build skill through repetition and feedback before their first live call.
* ** Create and maintain high-quality onboarding content.
** Own all onboarding materials - learning paths, playbooks, decks, quick-reference guides, role-play scripts, and certifications - polished, current, and built for how people actually learn. Requires strong PowerPoint and content-creation skills.
* ** Partner closely with the Sales Enablement Lead.
** Make the handoff from onboarding to ongoing enablement seamless - one continuous journey, not a cliff. Your programs should set up their work, not duplicate it.
* ** Measure what matters and continuously improve.
** Track time-to-productivity, ramp time by role, cohort trends, manager satisfaction, and new-hire feedback, and use them to decide what to keep, cut, or rebuild. Completion rates are a baseline, not a success metric.
* ** Collaborate cross-functionally and leverage experts.
** Partner with HR on pre-boarding, Marketing and Product on product knowledge, and Rev Ops on milestones and KPIs. Maintain a network of internal SMEs who keep programs accurate, making their involvement easy rather than a burden.  
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* What we're looking for:

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* ** Required*
* * 5+ years of experience designing, building, and leading structured onboarding programs -…