Overview
Come join the Sales Onboarding organization as the Early Career program leader, a highly strategic role responsible for building two critical engines of sales performance and talent sustainability:
- A best-in-class Early Career Program (ECP) that serves as a durable succession and talent pipeline for the sales organization
- A portfolio of high-impact learning programs that transform training moments into memorable, outcome-driven experiences that participants talk about for years to come
This role sits at the intersection of talent strategy, learning design, and sales performance. It is accountable for attracting, developing, and graduating top early-career talent into the sales organization.
The ideal candidate is both a systems thinker and an operator — someone who can architect scalable programs, set a high talent bar, and deliver complex initiatives with excellence. This role is critical to reducing long-term reliance on external labor, increasing seller productivity, strengthening retention, and reinforcing a culture of merit-based growth and continuous learning.
Responsibilities
Early Career Program Strategy & Ownership
- Design, launch, and own a best-in-class Early Career Program (ECP) that serves as a strategic talent pipeline and long-term succession engine for the sales organization
- Manage the end-to-end flow of early career talent, including sourcing, onboarding, development, rotation, evaluation, and graduation into permanent roles
- Establish clear performance milestones and release motions, ensuring only top-performing participants graduate into the talent bench
- Lead and manage a rotational program that allows participants to test and build strengths across LDR and BDR functions, developing both breadth and depth
- Build a program grounded in merit, accountability, and real ownership, drawing inspiration from best-in-class models such as Enterprise Mobility and GE
- Partner with Sales Leadership to ensure early career roles deliver meaningful business impact and accelerate readiness for future leadership or specialized roles
University Recruitment & Talent Pipeline Development
- Develop and influence a university recruitment strategy focused on key sales hubs (e.g., Atlanta, Plano) in partnership with Talent Acquisition
- Build long-term partnerships with universities and early talent ecosystems to position Intuit as an “Employer of Choice”for Sales opportunities
- Attract high-potential, diverse early career talent aligned to Intuit’s values, performance expectations, and future leadership needs
- Ensure sourcing strategy supports long-term talent pipeline reliability and reduces dependency on external mid-level hiring
Measurement, ROI & Continuous Improvement
- Establish clear success metrics for the Early Career Program
- Track KPIs including retention, tenure, productivity, revenue impact, and post-program performance
- Measure ROI and learning effectiveness, conducting post-program analyses
- Continuously iterate and improve programs based on data, feedback, and evolving business needs
Budget, Vendor & Stakeholder Management
- Manage budgets across early career program ensuring cost efficiency without compromising quality
- Identify, evaluate, and manage external vendors and internal partners to ensure seamless execution
- Collaborate closely with Sales Leadership, Marketing, Product, People & Places, and Learning & Development to ensure alignment and integration across initiatives
Market Trends & Innovation
- Stay current on industry best practices in early career talent development, sales enablement, and adult learning
- Bring forward innovative ideas to continuously elevate program impact, engagement, and scalability
What Success Looks Like
- A durable Early Career Program with strong retention, high post-program performance, and clear alumni progression
- Reduced reliance on external labor through a reliable internal talent pipeline
- A growing bench of high-performing sellers (and even future sales leaders) who embody Intuit’s sales excellence standards; we will monitor the ELTV of program alumni along their career journey creating space for continued community and connection
Qualifications
- Proven experience designing and managing structured talent programs, early career initiatives, rotational programs, or leadership development pipelines in a scaled environment
- Strong background in learning, enablement programs, or large-scale training execution, preferably in sales or revenue organizations
- Demonstrated ability to design programs with clear performance gates, progression criteria, and measurable outcomes
- Experience partnering cross-functionally with Sales Leadership, People & Places, Learning & Development, Marketing, and Product
- Strong understanding of adult learning principles, experiential learning, and engagement strategies
- Exceptional program and project management skills, including budget ownership and vendor management
- Data-driven mindset with experience measuring retention, performance, productivity, and ROI
- Passion for building durable systems that scale talent, elevate performance, and create long-term organizational impact
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at Intuit®: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is: