GTM Execution Lead

Our mission: e liminating every barrier to mental health.

Spring Health is a global mental health company on a mission to eliminate every barrier to mental health. We're building a world where getting support is simple, personal, and built around the person, so care can continue through every job, move, health plan, and life stage.

Our AI-native platform helps us deliver personalized support across self-guided tools, coaching, therapy, medication management, and specialty care. With outcomes independently validated by JAMA Network Open and the Validation Institute, Spring Health reaches more than 170 million people worldwide through leading employers, health plans, and partners.

As an AI-native company, we believe technology should expand the reach, quality, and humanity of care. Every Spring Health team member is expected to use AI tools thoughtfully, apply human judgment to AI outputs, and keep building AI fluency in ways that support their role and our mission.

Spring Health is seeking a GTM Execution Lead to build and lead field training for our Revenue organization. Reporting to the Associate Director, Revenue Enablement, this person will design and facilitate high-impact training for Account Executives, Customer Success Managers, Account Managers, Business Development Representatives, and the revenue leaders of those teams. This is a full-time position that is fully remote. Travel may be required for company, revenue, or field-team moments.

This is a new capability within Spring Health's Revenue Enablement function. The person in this role will not simply inherit an existing program; they will define what excellent field training looks like here, build the rituals and measurement infrastructre that make it durable, and help shape the future operating model of the Revenue Enablement team. This is a full-time, fully remote position on our team. Occasional travel may be required for team or company events/meetings.

What you'll do:

• Build and deliver a practical field-training system that improves how AEs, CSMs, AMs, and BDRs learn, practice, and execute the most important motions in their roles.
• Facilitate live trainings, workshops, role-plays, manager sessions, and other field-practice moments with the presence, clarity, and credibility needed to carry a room.
• Partner with Revenue and Product Marketing leaders to diagnose execution gaps across discovery, qualification, messaging, objection handling, account strategy, expansion conversations, renewal readiness, pipeline progression, and customer value conversations.
• Translate field priorities into training programs that are simple, repeatable, and measurable, using adult-learning principles and practical reinforcement rather than one-time enablement events.
• Create formal coaching and mentorship programs that help revenue leaders and experienced ICs develop talent, reinforce key behaviors, and create stronger peer-learning loops across the organization.
• Build learning paths for different Revenue audiences, including role-specific training for AEs, CSMs, AMs, and BDRs, along with leader-facing curricula for managers field-wide.
• Use call recordings, field feedback, performance data, manager input, and learner signals to identify what is working, where execution is breaking down, and where training should be adjusted.
• Use AI thoughtfully and innovatively to increase the speed, quality, personalization, practice depth, and measurement of training while maintaining strong judgment, confidentiality, and human coaching standards.
• Build the tools, templates, facilitator guides, coaching rubrics, practice scenarios, and measurement loops that make training scalable beyond any single session.

What success looks like in this role:

• Revenue teams have a clear, repeatable field-training operating system for priority skills, role-specific practice, certification, and reinforcement.
• New hire and internal-transition ramp improves through faster time to readiness, clearer skill expectations, and stronger manager reinforcement.
• AEs, CSMs, AMs, and BDRs show observable improvement in the field behaviors targeted by training, such as discovery quality, qualification discipline, value articulation, objection handling, account planning, customer conversations, and next-step execution.
• Revenue leaders have practical coaching tools, shared language, and routines they use to reinforce training after sessions end.
• Training programs are measured with clear leading indicators, including attendance where relevant, completion, practice quality, certification outcomes, manager observation, call-quality signals, CRM or workflow adoption, and post-training behavior change.
• Training priorities are connected to business needs such as pipeline quality, conversion, deal progression, expansion readiness, renewal risk reduction, productivity, and customer-facing consistency, without overstating causation where evidence is still developing.
• …