Hiring the right salesperson is just the beginning. Without a solid onboarding process, even top talent can struggle, leading to frustration, slow ramp-up times, and costly turnover. This marks the final step in our STAR Hiring Framework.
Too many companies take a “sink or swim” approach—handing new hires a login, a sales script, and hoping for the best. That’s a costly mistake you don't want to make.
A strong onboarding process builds confidence, gives new hires the tools to succeed, and helps them hit the ground running. And when you do it right? You’re developing a top performer who’ll drive real results for your team.
To achieve this final step in our STAR Hiring Framework, you must have a solid onboarding plan. In this article, we’ll break down exactly how to create a high-impact onboarding program that turns new sales hires into top performers from day one.
Key Components of a Detailed Onboarding Plan
A successful onboarding program comprises more than simply completing paperwork and ticking off tasks. When you onboard a new hire, you must equip them with the tools, knowledge, and support they need to succeed from day one.
That’s exactly what a well-designed onboarding program from our STAR Hiring Framework is built to achieve.
Instead of an unstructured process that leaves employees overwhelmed or disengaged, a strategic onboarding plan sets clear expectations, fosters early connections, and accelerates productivity. It transforms new hires into confident, engaged team members who understand their role and feel a sense of belonging.
Here’s how each component of an effective onboarding program helps build long-term success.
1. Company Overview: Building Alignment from Day One
Your new sales reps need more than just product knowledge. They need to understand and embody your company’s mission, vision, and values. From day one, they should feel connected to the bigger picture.
How to Implement:
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Welcome Session: Start with a strong introduction to company history, leadership, and core values.
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Cultural Immersion: Share customer success stories, team achievements, and long-term company goals to inspire commitment.
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Expectation Setting: Clearly outline role responsibilities, performance expectations, and growth opportunities
Why This Matters?
Sales professionals who feel aligned with the company’s mission sell with more conviction and build stronger client relationships.
2. Systems and Processes: Eliminating Early Friction
New hires need to hit the ground running, but without proper training on your systems, they’ll struggle to keep up. Equip them with the right tools and knowledge from day one.
How to Implement:
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Tech and CRM Training: Ensure proficiency in your CRM, email automation, and communication platforms.
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Process Walkthroughs: Demonstrate lead generation, sales funnels, and pipeline management techniques.
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Best Practices Handbook: Provide a detailed guide on prospecting, follow-ups, and deal-closing strategies.
Why This Matters?
Sales reps who understand your internal processes become more productive and make fewer costly mistakes. Familiarity with systems and processes lays the groundwork for efficiency and accuracy.
3. Sales Knowledge: Building a Strong Foundation
A successful salesperson needs to know more than just sales techniques. They must understand the company’s sales cycle, ideal client profiles, and preferred sales methods.
How to Implement:
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Sales Cycle Training: Walk new hires through each stage of your company’s sales process.
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Ideal Client Profiles: Educate them on target customer personas and key pain points.
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Sales Methodology: Teach them the specific selling approach that works best for your business.
Why This Matters?
New sales hires who deeply understand their customers and sales approach can build trust and close deals more effectively.
Shadowing & Hands-On Experience: Learning by Doing
Onboarding isn’t done yet. The first few weeks of the new hire are very crucial. Great salespeople learn best by observing successful peers in action.
Give new hires an inside look at what high-performing reps do daily. You can achieve this by:
| Shadowing | Simulations and Training | Technical Training |
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Pair new hires with top-performing sales reps to observe real client interactions and analyze successful sales techniques in action. |
Simulate common sales scenarios, such as overcoming objections and negotiating deals. Then let new hires practice delivering product pitches in front of managers and peers, receiving real-time feedback to fine-tune their approach. |
A fitting candidate doesn't need to have mastery of every technical skill required. Offer resources or sessions to improve their product knowledge and mastery of any technical skills required for the role. |
Goal Setting & Performance Tracking: Measuring Early Success
Establishing clear, short-term goals is essential for ensuring that new sales hires make meaningful progress within their initial weeks.
A structured 30-60-90 day plan provides a roadmap for their success. It assists them in building confidence, developing key skills, adjusting to their new role, and achieving success in the early period right after their onboarding.
In the first 30 days…
New hires should focus on learning core company values, mastering CRM tools, and conducting a set number of practice sales calls.
By the 60-day mark…
They should be engaging with real prospects, completing essential product training, scheduling meetings, and refining their sales techniques under supervision.
By day 90…
They should have a firm grasp of the sales process, be independently closing deals, and meet predefined performance metrics.
It’s also important to establish regular check-ins to track progress, provide feedback, and address any challenges. These touchpoints help ensure accountability and continuous improvement.
To track progress effectively:
- Perform regular skill assessments, such as weekly knowledge checks and mock sales calls to evaluate comprehension and retention.
- One-on-one coaching sessions with sales managers further reinforce learning by offering personalized feedback, addressing challenges, and fine-tuning sales strategies.
Feedback Loops & Continuous Improvement
Even the best onboarding programs should evolve over time.
By actively listening to your reps’ experiences, you can refine training materials, adjust processes, and enhance overall engagement. This iterative approach ensures that onboarding remains effective, relevant, and aligned with the company's growth and sales strategies.
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Surveys and Check-Ins: Collect insights from new hires on training effectiveness, pain points, and areas for improvement.
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Ongoing Mentorship: Assign mentors to provide continued guidance beyond the initial training phase, fostering professional growth and confidence.
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Iterate and Improve: Use data-driven insights and direct feedback to enhance the onboarding experience and adapt to changing sales strategies.
Final Thoughts
Sales hiring is just the first step. What happens next determines whether your new hires will thrive or struggle.
The aim of an onboarding program is to set the foundation for long-term success and directly impact your company’s growth. Here’s a summary of why investing in a structured program is critical:
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Reduces Ramp-Up Time: Well-trained sales representatives quickly gain product and process expertise, allowing them to engage prospects sooner and start closing deals faster.
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Boosts Retention and Engagement: Employees who receive structured onboarding feel valued and prepared, increasing their likelihood of staying with the company and maintaining high performance.
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Strengthens Company Culture: Proper onboarding fosters alignment with company values and goals, promoting a cohesive, motivated, and high-performing sales team.
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Drives Sales Success: Salespeople who receive in-depth training and ongoing support are more confident, handle objections better, and build stronger client relationships, ultimately leading to higher close rates and long-term revenue growth.
Looking to refine your sales onboarding process? Reach out to us today and find out how we can help you achieve your team’s success.
