Sales recruitment
Sales hiring and recruitment frameworks
Onboard elite talent on proven templates.
Capacity planning frameworks and 30-day quota tracking guides.
Sales hiring mistakes are expensive: months of salary, a quarter of missed quota and the cost of starting again. Most come from hiring without a clear profile, an interview process that tests confidence rather than skill, and onboarding that leaves new reps to figure things out alone.
We help companies hire sales teams deliberately: capacity planning to decide how many people you need and when, role scorecards, structured interviews with practical exercises, and ramp plans that get new hires productive faster.
The problem
Onboarding sales reps using outdated playbooks leads to long ramp times and high quota misses.
What we do
- Write SDR/AE sales playbooks
- Plan sales capacity limits
- Build interview screening guides
- Design 30-60-90 day ramp trackers
What you get
- SDR/AE sales playbooks
- Interview screening playbooks
- 30-60-90 day ramp sheets
- Commission plans
A systemized sales hiring loop that onboarding reps to quota-ready output.
How it runs
- Audit Battlecards. We document scripts, common objections, and pricing rules.
- Setup Screening. We build interview criteria and mock-call screening scripts.
- Deploy Ramp Sheets. We build 30-60-90 day trackers to monitor rep activity.
- Calibrate Quotas. We optimize commission structures to motivate performance.
Who this is for
- Founders hiring their first sales reps
- Sales leaders scaling a team quickly
- Companies with high early attrition among new reps
What's included
- Sales capacity plan tied to revenue targets
- Role scorecards and compensation benchmarks guidance
- Structured interview process with practical exercises
- 30-60-90 day ramp plans
Running a structured hiring process
A structured process starts with a scorecard: the outcomes the role must achieve in its first year and the skills and behaviours needed to get there. Every interviewer assesses specific items on that scorecard, so the debrief compares evidence rather than impressions. Practical exercises — a mock discovery call, a written prospecting message, a pipeline review — show how candidates actually work.
We also help with the parts that often go wrong after the offer: a ramp plan that sets realistic milestones, a buddy or mentor, early pipeline to work, and regular check-ins during the first ninety days. Hiring and onboarding are measured together, because the real outcome is a productive rep, not a filled seat.
Frequently asked questions
How many sales reps do we need?
Work backward from the revenue target: average deal size, win rate, sales cycle and realistic capacity per rep give the number of reps — and when they need to start, given ramp time.
How should we interview sales candidates?
With structured questions against a scorecard and practical exercises such as a discovery call or written prospecting task, rather than relying on impressions.
How long does it take a new sales rep to ramp?
It varies with deal complexity and sales cycle length. Clear onboarding, practice and early pipeline shorten it.
Should we hire experienced reps or train junior ones?
It depends on deal complexity and your ability to train. Complex, high-value sales usually need experience; simpler motions with strong enablement can develop junior reps well.
What is in a sales playbook?
objection handling matrices, email sequences, pricing guides, call scripts, and competitor battlecards.
How do you track 30-60-90 day ramp performance?
By measuring weekly targets (calls made, meetings booked) that increase to full quota.
Can you train our sales team?
We deliver playbooks and train sales managers to run onboarding reviews.
Pricing: monthly retainers by region
Every engagement is a monthly retainer priced on scope — never a percentage of ad spend. The range depends on the number of channels, markets and the depth of tracking and CRM work involved.
| Region | Monthly retainer |
|---|---|
| United States | $2,500–$6,000 per month |
| India | ₹1,00,000–₹5,00,000 per month |
| United Kingdom | £2,200–£5,000 per month |
| United Arab Emirates | AED 4,000–AED 10,000 per month |
| Australia | A$3,000–A$7,000 per month |
| Canada | C$3,000–C$7,000 per month |
| Singapore | S$3,000–S$7,000 per month |
| Europe | €2,500–€5,000 per month |