LeaderFactor is a leadership-development company. We don’t sell one-off workshops or a content library. We build an integrated system that produces measurable behavior change: proprietary frameworks, validated assessments, application tools, and a platform that reinforces what leaders learn long after the training event. We’re a small, high-trust team based in Lehi, Utah, working with enterprise organizations worldwide.

Hybrid: in-person Mondays, remote the rest of the week. You must be able to be in our Lehi office on Mondays (Wasatch Front local, or willing to relocate).

The Role

You’ll join a small Client Success team and own the first, most formative chapter of every client relationship: onboarding.

From the moment a deal closes, you’re the one who turns a signed contract into a launched, engaged, successful deployment. You’ll run kickoffs, manage timelines, train admins, and make sure nothing stalls between “welcome aboard” and “we’re live.”

There’s no layer between you and the client, and no layer between you and the product team either. You sit at the junction where customer voice meets product decisions: what you hear in onboarding directly shapes what we build next. You will report to the CCO.

This is a high-ownership seat. The clients you onboard are in front of you from day one, and the quality of their launch is yours to own.

How We Work

We run Client Success AI-first.

Your leverage doesn’t come from doing every mechanical task by hand. It comes from client judgment about what each account needs, the ability to use AI tools to handle the mechanics — prep, documentation, follow-ups, data pulls — and the relationship skill to show up in the room prepared, credible, and genuinely helpful.

We automate the busywork so you can spend your time where it matters: with clients.

What You’ll Do

Onboarding

Own day-to-day onboarding in the LeaderFactor platform.
Plan and lead key customer meetings, including:
- Kickoff
- Logistics and prep
- Admin training
Lead rollouts end to end:
- Run regular stakeholder cadences
- Build and execute against milestone-based onboarding plans
- Coordinate supporting workstreams such as translations and internal communications through to launch
Work directly with the CSM who owns the account post-sale and is accountable for delivering measurable results against the client’s outcomes.

Customer Enablement

Build and execute per-release enablement plans. As new capabilities ship, ensure customers receive the training, resources, and adoption plan to capture the value.
Deliver ongoing platform training to existing accounts, bridging the gap between new releases and the value customers attain from them.

Technical Support

Operate the Knowledge Base as an AI-enabled engine. Ensure it stays version-current with the platform, reflecting new functionality as the product team pushes releases.
Own the augmented technical support queue end to end:
- Review, refine, and send drafted replies daily
- Resolve escalations the automation can’t
- Treat recurring questions as the signal for what to build next
Execute customer-facing communications for product updates and releases.

Production & Administrative Support

Produce live virtual events, including skill previews and webinars.
Own the Zoom setup, ensure flawless technical execution, and capture and route the leads these events generate to the CSM team.
Execute invoicing and payment collection within established systems.

Onboarding Infrastructure

Help improve onboarding workflows, automations, templates, and internal process docs.
Identify and flag recurring friction points in the onboarding motion; propose solutions that scale across the client base.
Standardize the ideal onboarding flow and playbooks for edge cases to reduce manual work.

What We’re Looking For

In priority order:

1. You Run Projects to Completion

Onboarding is a project with a deadline, a dozen moving pieces, and a client watching the clock. You keep multiple launches on track at once, own the timeline, and drive to done without being managed through it. When an account stalls, you don’t wait — you re-engage.

This is the top of the list.

2. Strong Client Instincts

You read a room, earn trust quickly, and make good calls about what each account needs to launch well. You communicate clearly in writing and in person.

3. Aptitude with Technology

You learn software fast and go deep enough to train on it, not just answer tickets about it. You’re comfortable with modern tools — CRM, project tracking, AI assistants — and eager to get better with them.

4. A Natural Teacher

You make complex things simple, whether you’re training a client admin, writing a Knowledge Base article, or recording a two-minute walkthrough.

5. Systems Thinking

You notice when you’ve solved the same problem twice and build the playbook so no one solves it a third time.

Additional Strengths

Strong emotional intelligence and the ability to thrive in a close, collaborative team.
Alignment with our RISE values: Respect, Integrity, Skill, and Effort.

Experience

We weigh these together — the less professional experience you have, the more we lean on relevant education or a demonstrable track record, and vice versa.

Professional Experience

Roughly one to three years in a client-facing role — customer success, onboarding, implementation, account management, teaching or training, or similar — ideally somewhere you owned outcomes for real customers, and you’re ready for dramatically more ownership than that experience usually comes with.

Education Preferred

We like backgrounds that pair people skills with operational rigor, such as:

Business
Communications
Instructional design
HR or organizational behavior
Information systems
Product-adjacent programs

Hands-on, build-real-things experience — running a program, leading a team, launching something — counts as much as the credential.

Open to Nontraditional Paths

If you’ve built trust with customers and shipped great experiences another way — your own business, community leadership, a serious operational track record — and can clear the bar on client judgment and follow-through, the credential matters less to us than the evidence.

Why LeaderFactor

Your work has direct, visible impact — no diffusion of responsibility across a giant org.
Scope and responsibility you’d typically wait years for elsewhere; we hire people we expect to grow with us.
A manager invested in your growth, on a close-knit team that prioritizes coaching and real interaction.
Competitive compensation, comprehensive healthcare, paid time off, paid parental leave, a 401(k) contribution, and a Kiln membership for your remote days.
Our Book Report Program — we reimburse any book you read and summarize — and sponsored upskilling for relevant training and conferences.
Meaningful work. We help leaders and organizations around the world, and we treat personal development as a core purpose, not a perk.

Equal Opportunity Statement

LeaderFactor is an equal-opportunity employer. We do not discriminate on the basis of race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status, or any other status protected by applicable law.

How to Apply

To submit an application, email your resume and cover letter to [email protected].