RevOps playbook · AI Employee: Rev

New Sales Hire Onboarding

New hire ramp time falls quarter-over-quarter

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The problem

New sales hire ramp is where quota attainment lives or dies. First 90 days are supposed to be structured — territory learning, product training, methodology practice, first-deal shadowing — but usually devolve into "figure it out." Rep spends month one confused about tools, month two learning their territory, month three finally doing outbound. Ramp curve is 2x what it should be; first-year attainment lags targets; turnover is expensive.

At a glance
Trigger
HRIS event
Approvals
Sales manager sign-off on ramp plan
What it does
Writes to your systems
Systems
HRIS · Salesforce · Enablement LMS · Slack
How it feels in production

An hour-by-hour walkthrough.

New AE John starts 2026-11-01. Rev begins onboarding orchestration 30 days before start: Pre-start (day −30 to 0): - Territory assigned + accounts identified - Pre-reading: sales methodology, product overview, competitive positioning, customer stories - Tool access provisioned (Salesforce, Outreach, Gong, LinkedIn Sales Nav, ZoomInfo) - Manager 1:1s scheduled for weeks 1-12 - Shadow assignments: 4 senior AEs matched to John's persona (industry, deal size) Week 1-4 (Learn): - Guided product training with quiz-based validation - Sales methodology certification (MEDDICC or company-specific) - Territory deep-dive: top 20 accounts research (Rev generates account briefs) - Shadow calls: 8 real customer calls with senior AEs - Weekly progress check-ins with manager Week 5-8 (Practice): - Role-play scenarios with senior AEs - First outbound campaign to top 10 accounts (Rev pre-builds sequences) - First discovery calls with AE + shadow observer - Certification: demo + qualification + objection handling Week 9-12 (Fly): - Full pipeline generation - First deals in progress - Weekly ramp scorecard: activity metrics, pipeline created, deals advanced - 90-day certification: manager sign-off on full quota carry Ramp curve compresses; rep hits productive contribution in ~90 days instead of 180. Manager sees the rep's ramp health continuously, not just at review time.
How it works

Step by step.

  1. 01

    Pre-start setup (day −30 to 0)

    Territory + accounts + tool provisioning + pre-reading + shadow assignments. Rep starts day one ready to learn, not chase access.

    HRIS · CRM · Sales tool provisioning
  2. 02

    Week 1-4 (Learn) structured curriculum

    Product training, methodology, territory deep-dive, shadow calls. Manager check-ins weekly. Validation via quiz + certification.

    LMS · Sales enablement · Shadow scheduling · Manager check-ins
  3. 03

    Week 5-8 (Practice) supervised execution

    Role-plays, first outbound with pre-built sequences, first discovery calls with observer, certification exam.

    Role-play scenarios · Outreach · Certification exam
  4. 04

    Week 9-12 (Fly) full-motion

    Full pipeline generation, first deals, weekly ramp scorecard, 90-day certification for full quota carry.

    CRM · Pipeline tracking · Ramp scorecard
  5. 05

    Continuous ramp monitoring + intervention

    Manager sees ramp health continuously. Early struggle indicators trigger extra coaching. No 90-day 'surprise' failure.

    Ramp analytics · Manager dashboard · Coaching queue
Systems and wiring

What you connect to make this run.

Salesforce · HubSpot · Sales tools

read+write

Territory + account access + activity tracking. Ramp scorecard from these signals.

LMS · Sales enablement (MindTickle · Highspot · Seismic)

read+write

Training curriculum + certification tracking. Progress + score data.

Outreach · Salesloft · Gong · Chorus

read+write

Cadence execution + call recording for coaching. Shadow-call scheduling.

Analytics · Ramp scorecard

read+write

Weekly ramp signal aggregation. Manager visibility + intervention triggers.

What changes

Before and after, honestly.

Time to first quota-carrying deal
Before
150-240 days
After
90-120 days
New-hire 12-month attainment
Before
55-75%
After
80-92%
Manager time on ramp management
Before
8-15 hours per new hire per week
After
2-4 hours
First-year sales-hire turnover
Before
20-35%
After
8-15%
Related

Playbooks that pair with this one.

HR

New Hire Onboarding

Sales onboarding is specialization on top of general new-hire orchestration.

RevOps

Comp & Quota Q&A

New hire comp + quota questions handled by same Q&A engine.

RevOps

SDR → AE Handoff

Handoff prep for new AE's first meetings uses the same context.

Frequently asked

Answers about this playbook.

How does it handle experienced hires vs. green hires?

Curriculum adapts. Experienced hires skip basic training; green hires get deeper support. Personalisation based on prior experience assessment.

What about SDRs vs. AEs vs. AMs vs. CSMs?

Role-specific curricula. SDR: outbound + qualification focus. AE: full sales cycle. AM: renewal + expansion. CSM: adoption + retention. Same framework, different content.

How does it handle territory changes mid-ramp?

Ramp scorecard adjusts to new territory. Prior progress recognized; new territory learning added to remaining ramp period.

Can it handle bulk cohort onboarding?

Yes — cohort mode with shared curriculum + peer cohort dynamics. Individual progress within cohort; social learning enabled.

What about remote-only ramp (no shadow-in-person)?

Remote ramp fully supported. Shadow calls virtual; role-plays via video; peer support via Slack. Same outcome, remote-native delivery.

See it run on your data.

Free plan, no credit card. Connect the systems this playbook needs and run it against a past event first.

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