If it’s time to hire the first sales rep for your company you are probably nervous and excited. As you should be. Find the right person, and you’ve accomplished a big step that can help propel your company’s growth. Hire the wrong person and you’ve wasted a lot of time and energy and probably stalled momentum.
I’ve written about some aspects of startup sales, how to hire great salespeople, and what to expect from a new sales leader. But no matter what, there is something so nerve-racking and murky about hiring your first salesperson. A ramping schedule can transform something that seems very blurry into a very black and white set of expectations for that first key sales hire.
When I am hiring salespeople I always ensure we have a 30/60/90 day onboarding plan, and I also outline what I expect them to have achieved in that time period.
In this sample file, we’ve included two tabs —activities and outcomes. The activities tab outlines what your salesperson should be doing in their first 30, 60 and 90 days. And outcomes outlines what they should be able to achieve.
This sample is in no way meant to be definitive, so I expect you will adapt and modify it in a way that makes sense for your organization based on your sales cycle, target market, etc. But, what you will notice about it is how black and white this makes it.
The truth is, it’s hard to know what to expect of your first salesperson, and it can be hard to know if they are actually doing the right things and getting the right results. This document shows you that you can evaluate it objectively. Hope it is helpful for you!