AI Enablement Program Manager

What you'd do

• Own engineering team onboarding and time-to-impact.
• Design and run a Day 0 through Day 30/60/90 onboarding experience that is AI-first by default, including environments, access, labs, first PRs, and success metrics.
• Reduce time-to-first-impact and ensure a consistent, high-quality ramp for new engineers, in close partnership with L&D.
• Enable embedding AI into daily engineering workflows like backlog and PR synthesis, and incident summaries.
• Partner closely with Developer Infrastructure and Engineering Leadership to operationalize AI in ways that align with platform direction.
• Pilot tools, measure adoption and impact, and share playbooks that lift team productivity.
• Codify how engineering works.
• Build and maintain living training and documentation that explain our engineering systems, development lifecycle, code review norms, CI and release practices, and incident hygiene, so teams can move fast in the same direction.
• Design and scale technical learning programs.
• Create, pilot, and iterate on learning paths, workshops, demos, and lunch-and-learns that build fluency in AI and emerging technologies.
• Use stakeholder input and program data to continuously improve and scale what works.
• Enable engineering manager effectiveness.
• Translate Klaviyo’s leadership expectations to Engineering.
• Design and deliver learning and enablement for Engineering Managers focused on how engineering operates, including planning and execution norms, tooling, metrics, onboarding new team members, and leading effectively within Klaviyo’s engineering system.
• Partner with HRBP and L&D to diagnose the needs and customize content specific to technical leadership.
• Facilitate high-impact live learning. Lead engaging, audience-appropriate learning sessions for engineers and engineering managers, incorporate feedback, and evolve content to maximize relevance and impact.
• Define and track enablement success.
• Establish north-star metrics and success criteria for onboarding, learning, and productivity initiatives.
• Use data, qualitative feedback, and experimentation to assess impact, surface trade-offs, and recommend next steps.
• Partner on onboarding delivery and iteration.
• Facilitate engineering onboarding on a rotating basis, ensure smooth execution, and share feedback with onboarding DRIs.
• Maintain and evolve onboarding documentation, content, and training materials.
• Strengthen the recruiting-to-onboarding handoff. Partner with Recruiting and RCs to align competencies, interview assessments and starter projects so new hires are set up to succeed from day one.
• Elevate engineering culture and learning.
• Enable tech talks, internal workshops, and communities of practice that spread best practices, reinforce learning norms, and raise the bar on craft and collaboration.
• Partner closely with HRBP, EBP, and Engineering Leadership.

What they want

• Technical practitioner and systems thinker.
• You’ve been an engineer or worked very closely with engineering and truly understand the workflow; you understand IDEs, Git, CI/CD, testing, and can break down technical systems for others.
• You care about measurable impact, reliability, and developer productivity.
• Operator‑teacher. Clear writer and facilitator who creates clarity, reduces ambiguity, and equips others with crisp guidance, examples, and artifacts.
• Outcome‑oriented and accountable. You model ownership, intensity, and urgency; you push work to closure and measure results, not just activity.
• Collaborative across functions. Comfortably partners with Eng Leaders, Dev Infra, Product, HRBP, Recruiting/RCs, L&D, and Security; aligns to Klaviyo values and is motivated by winning as a team..
• Preferred experience (guidance, not gates): 5–8+ years across software engineering, developer productivity/enablement, platform/dev‑tools, or engineering operations; experience designing onboarding/bootcamps or developer education is a plus.