Strategy and Operations Associate, GTM

At Interplay we believe the  skilled trades and industrial crafts workforce deserves training that keeps them safe, confident and ready for the job in front of them.  Together with Industrial Training International (ITI), the global leader in specialized industrial learning solutions, we combine instructor-led training, online simulations, AI, and VR to help organizations and educational institutions upskill faster, reduce risk, and increase operational readiness. 

We’ve helped train nearly 600,000 people and counting and and we're building the workforce that keeps the physical world running. 

Visit interplaylearning.com to learn more.

Interplay Ethos:

At Interplay, we love what we do. We embrace our daily challenge to push technological limits to invent better ways to make learning easier and training more powerful. We attract passionate people and invite spirited discourse. We celebrate that our jobs fit our lives, not the inverse. We are uncompromising in our belief that together: we can build better training, build better careers and build better lives for customers and our team.

Our culture is grounded in these ethos, hear more about them from our CEO and founder, Doug Donovan.

Awards & Recognition: 

• 2026 & 2025, Forbes,  America’s Best Startup Employers
• 2026, TIME, World’s Top EdTech Companies
• 2026, Inc. 5000, Fastest-Growing U.S. Companies (2025, 2022, 2018)
• 2024, Best Midsize Places to Work In Austin
• 2024, Facilitiesnet Readers' Choice Award Winners for Software
• 2024, AHR Expo Innovation Awards Winners for Software

Interplay uses AI to support the recruiting/hiring process, but all hiring decisions are made by humans. 

Position: GTM Strategy & Operations Associate

Department: Commercial Operations

Reports to: EVP, Commercial Operations

Location: Remote (Austin or Dallas, TX area preferred / commutable)

You will own strategic GTM initiatives at Interplay Learning and run the operating rhythm that keeps our commercial teams aligned. Reporting directly to the EVP of Commercial Operations, you will work across marketing, SDR, sales, and revenue leadership, driving programs owned by people outside your reporting line and getting them to completion and adoption.

This is a strategy-and-operations role, not an analyst seat. You will be handed a quarterly mandate and expected to figure out the path: diagnose what is actually happening in the funnel, design the fix, build it (increasingly with AI tools like Claude), and change how teams work. You will become hands-on in Salesforce and HubSpot because that is where the work lives, but you are hired for judgment, structure, and follow-through.

• Direct exposure to executive decision-making. You report to an EVP and sit in the weekly revenue leadership meeting from day one. You will see how a venture-backed, Series-C company makes GTM decisions, and you will shape them.
• Real ownership, fast. Several of our strongest GTM team members came from management consulting and program management backgrounds. They own cross-functional programs within their first quarter. This role is built the same way.
• Mission that matters. Interplay trains the skilled-trades workforce (HVAC, electrical, plumbing, facilities, data centers) with immersive simulation and AI. The labor gap we are solving is one of the defining workforce problems of the decade.
• A modern operating stack. Salesforce, HubSpot, Omni, Gong, and Claude, with a mandate to automate manual work rather than absorb it.
• Growth path. This role is designed to grow into broader strategy and operations leadership as you demonstrate ownership.

• Cross-functional GTM programs. Lead strategic initiatives from planning through execution and measurement, including our ROI program and skill-leveling initiatives. Set the plan, align owners across teams, track progress, and make sure programs deliver the intended result, not just a deliverable.
• Account strategy and targeting. Drive strategic account sequencing and targeting so marketing and SDR teams work the right accounts in the right order. Partner with the EVP of Revenue and SDR leader on territory design, account assignments, top-account planning, and target-list development by segment.
• Remove the bottlenecks. Spot where revenue velocity stalls between marketing and sales, design the cross-functional fix, and drive it through to operational adoption.
• Process optimization and execution. Use data, AI, and automation to surface insights, improve pipeline and sales rep performance, and remove manual work. Build and maintain the workflows, reporting, lead management, and campaign processes the GTM teams run on.
• The commercial operating rhythm. Run the weekly revenue leadership meeting as chief of staff to the EVP: set the agenda, build pre-reads and the weekly metrics view (pipeline coverage and quality, lead follow-up, rep performance, progress to target), capture decisions and actions, assign owners, and drive follow-through to completion.

• An operator, not an advisor. You have driven initiatives to completion and adoption, and you can walk through one end to end, including how you got people who did not report to you to change what they do.
• A structured thinker and clear communicator. You frame problems before solving them, write crisply, and are credible in front of executives and sellers alike.
• Diagnostic by instinct. You reason from mechanism, isolate before concluding, and know the difference between leading and lagging signals.
• A builder with AI. You use Claude or similar tools daily as a working instrument for analysis, drafting, and automation, and you can show something you built.
• Self-directed against a mandate. Given a quarterly objective and a messy starting point, you sequence the work, prioritize well in a resource-conscious environment, and keep multiple live workstreams moving.
• Comfortable in the systems. You are willing to get hands-on in Salesforce and HubSpot, building reports, lists, and workflows yourself, and you learn tools quickly.

• 2–3+ years in management consulting, strategy and operations, business operations, program management, a chief-of-staff role, or GTM/revenue operations. B2B SaaS exposure is a plus, not a requirement.
• A track record of driving initiatives to completion and adoption, with a specific example you can walk through end to end.
• Demonstrated use of AI tools (Claude especially) for analysis, drafting, and automation, with a built example to show.
• Structured problem-solving and executive communication. Highly capable of turning messy, ambiguous commercial data into clear executive recommendations and crisp written strategies.
• Willingness to become a hands-on Salesforce and HubSpot operator within your first 90 days. Prior admin or power-user experience is a plus.

• Hands-on  experience in Salesforce and HubSpot, including data-model fluency
• Territory design, account planning, or target-list development
• Conversation intelligence (Gong) and sales engagement tools (Nooks)
• BI and forecast tooling (Omni, Looker, Tableau)
• ROI or value-engineering program experience
• Experience operating through a real period of organizational change

Pay: $100k-$110k annual salary 

Final compensation will reflect the candidate's experience and demonstrated impact.

What to expect from our interview process

We know your time is valuable, so here's a general sense of what to expect. Steps can vary a bit by role:

• Recruiter intro call
• Wonderlic Select Assessment 
• Hiring manager conversation
• Team or peer panel interview

Interviews are conducted remotely unless a step calls for something different. Following an offer of employment, all roles require a background check and a drug and alcohol screening. See the Compliance and Onboarding section below for details.

Compliance & Onboarding:

• Candidates must be residents of the United States.
• Candidates must be legally authorized to work in the United States without current or future sponsorship required.
• Following the offer of employment, all roles will require a background check and a drug and alcohol test.  Some positions may require other verifications, such as, driver eligibility and record, credentials or education.  All new hires will be required to complete the I-9 Form and E-verify process upon employment. 

Benefits & Perks - Why you’ll love working with us:

• Remote-first & flexible hours – Offices in Austin, TX; Deer Park, TX; Woodland, WA; and Cleveland, OH.
• Learning & growth – Annual learning reimbursement.
• Family-friendly policies – Support for work-life balance.
• Generous paid time off package – 3 weeks PTO, 1 week Winter Break, observed holidays,  sick days, and others.
• Comprehensive benefits – Medical, vision, dental, and 401(k) match.
• Equity – Private Company Equity Options 
• Wellness – Mental and physical health resources and social events.

 Join us and grow with a team that values you! 

Equal Employment Opportunity

Interplay is committed to providing equal employment opportunity (EEO) to all qualified employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, pregnancy, marital status, gender identity or expression, status as a veteran, or any other legally protected characteristic or activity in accordance with applicable federal, state and local laws.

As a federal contractor, Interplay takes affirmative action to consider  qualified individuals without regard for disability and protected veterans status.

Individuals with disabilities who need assistance with the application or recruitment process must promptly contact the HR Department to discuss their particular needs.

Interplay does not discriminate against employees or applicants for discussing, disclosing, or inquiring about compensation.

Drug Testing & Background Testing

The company conducts background checks as part of the hiring process after extending an offer of employment. These screenings are facilitated by trusted third-party specialists. All positions require I-9 verification, E-Verify, a background check, and a drug and alcohol screening. Depending on the role, additional screenings may include employment history verification, a DMV record check, reference checks, education and credential verification, or a credit history review.

We believe in fostering a welcoming and inclusive workplace and encourage everyone to apply, regardless of background. Our hiring decisions are guided by skills, experience, and a shared commitment to our values. If you have any questions about our process, we’re happy to provide support and guidance along the way.