Design a 30-60-90 day onboarding curriculum sequencing product, market and methodology content.
Marketing & Sales
Onboarding and Ramp Plans for New Sales Hires
Design structured onboarding and ramp plans that get new sales hires to full productivity faster, with milestones, certification checkpoints and manager coaching built in.
🗓️Duration5 training days
📚Content4 modules · 8 sessions
🎓On completionAccredited attendance certificate
About the programme
Course Overview
Most sales onboarding still consists of a week of product training followed by a laptop, a CRM login and a hope that shadowing a colleague will fill the gap; the result is a ramp time far longer than it needs to be and early attrition among hires who never felt set up to succeed. This course builds a structured onboarding and ramp plan from the ground up, starting with a curriculum that sequences product knowledge, market and buyer understanding, sales methodology and CRM proficiency into a defined 30-60-90 day path with certification checkpoints at each stage. Participants design shadowing and reverse-shadowing schedules, role-play certification criteria that gate a new hire's move to live calls, and a ramp quota structure that phases in target attainment realistically rather than assuming day-one productivity. The course also covers the manager's role in onboarding, including a coaching cadence and early warning signs that a hire is not ramping on schedule, plus the metrics that let a sales leader compare ramp performance across cohorts and onboarding programme versions. Participants leave with a documented onboarding curriculum, a ramp milestone plan and a coaching checklist ready to apply to their next hire.
Expected Learning Outcomes
Set certification checkpoints that gate a new hire's progression to live customer conversations.
Build a shadowing and reverse-shadowing schedule that accelerates practical skill transfer.
Design a ramp quota structure that phases in attainment targets over a defined onboarding period.
Define the sales manager's coaching cadence and responsibilities during a new hire's ramp period.
Identify early warning signs that a new hire is falling behind a typical ramp trajectory.
Measure time-to-productivity and ramp performance across cohorts to improve the onboarding programme.
Who Should Attend
Sales enablement leads designing or revising an onboarding curriculum
Sales managers responsible for ramping new hires to full quota
Sales operations staff setting ramp quotas and tracking onboarding metrics
HR and talent partners supporting sales hiring and early retention
Founders and first sales leaders building an onboarding programme from scratch
L&D professionals adapting general onboarding practice to a sales-specific context
Course Modules
Select any module to see its sessions and points.
01Structuring the New Hire Learning Path
2 sessions · 8 points
Session 1Structuring a 30-60-90 Day Plan
- Sequence product knowledge, buyer persona understanding and sales methodology across a 30-60-90 day plan.
- Set clear learning objectives and deliverables for each 30-day phase of the onboarding period.
- Balance self-paced content, live training and practical application within the curriculum schedule.
- Tailor onboarding content depth to a new hire's prior sales experience and role type.
Session 2Building Certification Checkpoints
- Design certification criteria a new hire must pass before handling live customer conversations.
- Build role-play scenarios that test product knowledge, objection handling and discovery skills.
- Set a scoring rubric for certification assessments that reduces evaluator subjectivity.
- Define a remediation path for a new hire who does not pass certification on the first attempt.
02Practical Skill Transfer Through Shadowing
2 sessions · 8 points
Session 1Designing Shadowing and Reverse-Shadowing Schedules
- Schedule shadowing sessions that expose a new hire to different deal stages and account types.
- Run reverse-shadowing sessions where an experienced rep observes and coaches the new hire live.
- Set clear observation goals for each shadowing session so it produces specific, actionable feedback.
- Rotate shadowing partners to expose a new hire to different selling styles and account segments.
Session 2Transitioning to Independent Selling
- Define graduated independence criteria that move a new hire from supervised to solo calls.
- Set a low-stakes account or deal type for a new hire's first independent selling attempts.
- Debrief early independent calls with structured feedback tied to certification competencies.
- Identify skill gaps that persist after shadowing and route them to targeted follow-up coaching.
03Ramp Quotas and Manager Coaching
2 sessions · 8 points
Session 1Designing a Realistic Ramp Quota
- Build a ramp quota structure that phases in attainment expectations across the onboarding period.
- Set ramp quota milestones tied to pipeline generation before full quota responsibility begins.
- Align ramp quota design with compensation guarantees and draw arrangements for new hires.
- Adjust ramp length for roles with longer sales cycles or more complex buyer committees.
Session 2Defining the Manager's Coaching Role
- Set a structured coaching cadence between a manager and a new hire through the ramp period.
- Define specific coaching topics for each stage of ramp, from discovery skills to negotiation.
- Train managers to give feedback on live or recorded calls using a consistent coaching framework.
- Build a check-in template that tracks a new hire's progress against ramp milestones.
04Measuring and Improving Onboarding Performance
2 sessions · 8 points
Session 1Tracking Ramp and Time-to-Productivity Metrics
- Define time-to-productivity and track it consistently across hiring cohorts.
- Compare ramp performance across onboarding programme versions to isolate what improved outcomes.
- Identify early warning indicators that predict a hire will miss their ramp quota milestone.
- Set manager and enablement accountability for ramp outcomes within a defined cohort.
Session 2Evolving the Onboarding Programme
- Gather feedback from recent hires and managers to identify onboarding curriculum gaps.
- Update onboarding content when product, market or methodology changes make it outdated.
- Pilot changes to the onboarding programme with a small cohort before a full rollout.
- Document lessons from each onboarding cohort into a continuously improving playbook.
What the participant receives
4 course modules
A structured syllabus
8 training sessions
across 5 days
32 detailed points
Applied, detailed content
Accredited attendance certificate
On completing the programme
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