• Sourcing Strategy: Focus on network-based hiring rather than public job boards

  • Leverage industry connections and referrals
  • Connect with other sales leaders and placement agencies
  • Target candidates who may be looking due to poor management elsewhere

• Structured Onboarding Framework:

  1. Company history and culture immersion
  2. Backend systems and operations training
  3. Program/offer specific education
  4. Industry/offer-specific sales training
  5. Role play assessment before going live

• Performance Management System:

  • Daily EOD (End of Day) Reports tracking:
    • Quantitative metrics (calls, meetings, deals etc.)
    • Qualitative data (detailed call notes, client interactions)
    • Self-assessment ratings
  • Weekly 1:1 meetings with each team member
  • Team huddles each morning
  • Office hours for additional support

• Team Culture Development Approach:

  • Set and maintain high standards consistently
  • Challenge team members’ goals and help them see bigger possibilities
  • Balance empathy with accountability
  • Create healthy internal competition
  • Build personal connections beyond just work

• Candidate Screening Process:

  • Be extremely clear about job requirements upfront
  • Use the onboarding process as a filtering mechanism
  • Look for candidates willing to do the necessary work
  • Assess both skill set and attitude/drive

• Leadership Philosophy:

  • Front-load work in training and development
  • Invest significant time with team members
  • Focus on understanding individual motivations
  • Build relationships based on genuine care
  • Address performance issues individually rather than in group settings

• Success Metrics Framework:

  • Track both leading and lagging indicators
  • Focus on understanding “why” behind the numbers
  • Use data to predict and prevent issues
  • Leverage tools like HubSpot for deeper insights
  • Monitor team member progress against individual goals

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