Partnerships - Partner Onboarding

You'll explain how the program works, run a repeatable getting-started process with new partners, and host monthly webinars for partners who have just joined and for those who have just reached the Select tier. This applies to direct care staff (Examples: RN, LPN, Nurse Aides, Therapists) referred to Kentucky nursing facilities, assisted living communities, or long-term care facilities, in accordance with KRS 216.793.

Job Title: Partner Onboarding Specialist
Location: SF office preferred; open to NY or remote
Onsite schedule: 2–3 days per week, Tuesday–Thursday, with some flexibility
Contract: 6+ months, with strong likelihood of extension
Pay Range: $100-$110/Hr on W2
 
About the role

• The client Partner Network helps consulting firms, systems integrators and other services partners build practices around client. Hundreds of firms are joining and moving up its tiers, and most of them aren't yet at the stage where they get a dedicated partner manager. We're hiring a Partner Onboarding Specialist to give those firms a clear, consistent start and help the most promising ones move faster.
• You'll be the first person many partners talk to. You'll explain how the program works, run a repeatable getting-started process with new partners, and host monthly webinars for partners who have just joined and for those who have just reached the Select tier. For a small set of high-potential partners, you'll be the person who answers when the documentation and automated support aren't enough, until a partner manager takes them on.
• This role suits someone who likes running a process well at volume. You'll work from an established playbook, use AI tools to keep up with many partners at once, and tell us where the playbook and the documentation fall short.

 
Key responsibilities

• Explain the program to new and prospective partners. Run 15 to 20 partner onboarding calls a week with firms referred by our sales and partner teams. Walk them through tiers, requirements, benefits and how to move up, and route anything you can't answer to the right team.
• Host two monthly webinars. One welcomes partners who have just joined the program. The other covers next steps for partners newly promoted to Select, such as certifying more people, registering customer deployments, qualifying for delivery work and funding, and building their first offerings. Keep both current as program rules change.
• Run the standard getting-started playbook with new partners. Deliver the onboarding sessions, work through each partner's setup checklist, share the templates they need, and track every partner's progress so none stall without someone noticing.
• Be the human contact for new high-potential partners. For partners flagged by our partner managers, step in between the self-serve documentation, partner portal and AI-assisted support, and a dedicated partner manager. Answer what automation can't, escalate what needs a decision, and hand each partner over with clear notes when they reach full coverage.
• Report on the funnel. Track how many partners you've onboarded, where they stall and how quickly they progress, and bring the patterns to the program team.
• Improve the materials. Flag gaps in the documentation, playbook and webinar content, and draft fixes.

 
How success is measured

• Leading indicator: the number of partner engagements you run.
• Lagging indicator: the average time from a partner signing its program agreement to reaching the Certified or Select tier.

 
Minimum qualifications

• Experience onboarding, enabling or supporting external business customers or partners, for example in partner enablement, customer onboarding or customer success at a B2B software company
• Experience presenting to external audiences, including running recurring webinars or group training sessions
• Experience working many accounts at once through a repeatable process, while keeping careful records of where each one stands
• Clear, friendly writing for external audiences: emails, FAQs and short how-to guides that need little editing
• Regular use of CRM or portal data, such as Salesforce, as part of your job
• Daily use of AI tools such as Claude to do your own work faster

 
Preferred qualifications

• Experience in a partner, channel or alliances program at a technology company, especially one with tiers and published requirements
• Experience with services partners (systems integrators, consultancies) from either side
• Familiarity with Claude, including Claude Code or Claude Enterprise
• Experience building simple automations, trackers or AI workflows that save a team time

 
Representative projects

• Take over the getting-started playbook and run it with your first cohort of new partners
• Launch both monthly webinars, and refresh the Select session after each promotion cycle
• Build a tracker that shows every partner you're working with, their stage and their next step
• Write up the questions automated support can't answer, so the documentation can cover them
  
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For workers in the United States, PrideGlobal and it's affiliates offers eligible employee’s comprehensive healthcare coverage (medical, dental, and vision plans), supplemental coverage (accident insurance, critical illness insurance and hospital indemnity), 401(k)-retirement savings, life & disability insurance, an employee assistance program, legal support, pet insurance and employee discounts with preferred vendors.

Equal Employment Opportunity
PrideGlobal and it's affiliates are an equal opportunity employer. We do not discriminate on the basis of the race, religious creed, color, national origin, ancestry, physical disability, mental disability, reproductive health decision making, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other characteristic protected by applicable federal, state, or local law.

Fair Chance Employment
PrideGlobal and it's affiliates are a Fair Chance employer. We consider all qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local Fair Chance laws and ordinances, including, the California Fair Chance Act and all applicable local Fair Chance ordinances.

Accommodations
We are committed to providing reasonable accommodations to applicants and employees with disabilities. If you require a reasonable accommodation to participate in the application or interview process, or to perform the essential functions of this role, please contact us.

Only applicable for San Francisco Candidates: Under the San Francisco Lactation in the Workplace Ordinance, we will provide written notice of lactation accommodation rights, and this notice will automatically be given upon hiring, any inquiry of parental leave or lactation accommodation.

Only applicable for Kentucky positions: For this type of employment, state law requires a criminal record check as a condition of employment. This applies to direct care staff (Examples: RN, LPN, Nurse Aides, Therapists) referred to Kentucky nursing facilities, assisted living communities, or long-term care facilities, in accordance with KRS 216.793.