Okay, I've searched for remote Partner Enablement Manager contract roles in the United States excluding Seattle, New York City, and San Francisco, requiring 8 to 10 years of experience in SaaS or cloud-based companies. I have found several relevant positions for you.

Sure. Here's the analysis:

Job Analysis:

The Partner Enablement Manager role fundamentally centers on building and scaling a partner enablement model that aligns internal sales teams with external partners to drive success in selling a high-impact SaaS product. This role demands a strategic mindset with a hands-on operational approach—it's not just about designing partner programs but ensuring they work effectively across multiple stakeholders. The requirement for 8-10 years in partner enablement or GTM enablement highlights the need for deep industry knowledge, especially around channel sales dynamics like Sell-With and Sell-Through motions. These sales approaches require nuanced understanding of how partners and direct sales collaborate, making the ability to facilitate communication between various teams critical. Challenges here include managing cross-functional collaborations remotely, coordinating with partner sales leadership to ensure adoption of enablement content, and responding quickly to evolving partner needs. Success in this role means launching scalable programs that increase partner engagement, improve revenue contribution through partners, and embed a culture of co-selling. Strong organizational skills, proactive execution, and excellent communication underpin daily tasks, enabling smooth program rollout and sustained momentum.

Company Analysis:

Mainz Brady Group operates as a specialized technology staffing firm focusing on IT and engineering talent, with a reputable presence across multiple states. As a contract staffing provider recognized for excellence and committed to diversity, their business model is grounded in matching specialized talent with fast-moving tech and engineering segments. While the staffing firm itself is not the end user of the SaaS product involved in the role, it acts as the conduit for talent acquisition, reflecting a culture that values expertise, agility, and inclusivity. The remote, contract nature of the job suggests Mainz Brady Group offers flexible, project-driven opportunities aligned with client needs. For the candidate, this means adapting to contract expectations—delivering impact in a short timeframe and navigating remote communication dynamics. Although this position is focused on a client’s SaaS product, the contract setup with Mainz Brady implies a need for resilience, self-direction, and the ability to quickly integrate into client teams. The company’s award-winning reputation also points to a high-performance culture where quality and professionalism are paramount, encouraging a mindset of continuous improvement and excellence in delivery.

Absolutely. Here are some mock interview questions that could come up:

• Behavioral: Tell me about a time you successfully launched a partner enablement program from scratch. What were the biggest challenges, and how did you overcome them?
• Behavioral: Describe an experience when you had to align conflicting priorities between internal sales teams and external partners. How did you manage that situation?
• Behavioral: Give an example of how you motivated a partner sales team to adopt a new co-selling approach or tool.
• Behavioral: Share a situation where you had to manage multiple stakeholders remotely. How did you ensure effective communication and collaboration?
• Technical: How do you differentiate between Sell-With and Sell-Through motions, and how does that influence your enablement strategy?
• Technical: What key metrics do you monitor to measure the effectiveness of a partner enablement program?
• Technical: Walk me through your approach to designing a partner training curriculum for a complex SaaS product.
• Technical: What tools or platforms have you used to facilitate partner collaboration and training? How did you ensure adoption?
• Situational: Imagine you discover that partner sales teams are not engaging with the enablement materials you created. How would you diagnose and address this issue?
• Situational: Your cross-functional stakeholders disagree on the priority of partner initiatives. How do you build consensus and move the program forward?
• Situational: Suppose a key partner is struggling to meet their sales targets despite enablement efforts. How would you work with them to improve results?
• Company Fit: What excites you about working on partner enablement within a contract role supported by a staffing firm like Mainz Brady Group?
• Company Fit: How do your personal values align with a company that emphasizes diversity, inclusion, and award-winning staffing excellence?
• Company Fit: Given the remote nature of this role and its temporary status, how do you plan to stay motivated and deliver impactful results?
• Questions to Ask Interviewer: How does Mainz Brady Group typically support contractors in integrating with client teams, especially in remote settings?
• Questions to Ask Interviewer: Can you describe the biggest challenges the current partner enablement model is facing that this role will need to address?
• Questions to Ask Interviewer: What successes from past partner enablement initiatives at this client would you highlight as key learnings for this position?