A solid curriculum turns random training into a predictable runway. Here’s how to build one in three clear phases.

Start With a Strong Foundation (Days 0–30)

You can’t build sales skills on shaky ground. The first month should be all about helping new hires understand who they’re selling to and why it matters.

Start by anchoring them in your mission, your Ideal Customer Profile (ICP), and your product basics. New reps should be able to answer two questions by the end of week one:
👉 "Who am I helping?"
👉 "How does our product make their life better?"

Next, get them listening in. Shadowing live calls gives reps a front-row seat to real conversations—how prospects talk, what they care about, where objections pop up.

Finally, layer in daily micro-assessments. Think 5-minute quizzes, quick flashcard reviews, or short reflection exercises. Little checkpoints like these boost retention and flag confusion early—before it snowballs.

The goal for this phase? Make sure your new hire can confidently explain your product to their grandma (or anyone else who asks).

Build Sales Muscles with Real Practice (Days 31–60)

Now that they know the basics, it’s time to sharpen skills.

Start with a deep dive into your sales methodology. Whether it's MEDDIC, Challenger, or a custom playbook, your reps need to know how you expect them to move deals forward. Companies that embed a strong methodology see 15% higher close rates, so it’s worth the extra focus.

Next, run guided role plays and objection-handling sessions. Think of it like sales gym time. The more reps practice real-world scenarios, the faster they’ll react under pressure.

Then, ease them into controlled customer calls. Maybe they co-pilot an easy renewal call or a prospecting session with a manager on deck. These aren’t sink-or-swim moments—they’re carefully chosen chances to apply skills while still having a safety net.

The mission here is simple: turn knowledge into action before they hit the big leagues.

Get Them In the Field and Firing (Days 61–90)

With the groundwork laid, it’s time to move from controlled practice to real ownership.

Set pipeline generation targets early—clear, specific numbers around meetings booked, opportunities opened, or outreach volume. This gives new hires a scoreboard they can actually play to.

Support them with live-deal coaching sessions. Weekly reviews of real opportunities help reps spot gaps in their deals and fine-tune next steps. It's not about micromanaging—it’s about sharpening instincts while the stakes are still manageable.

Finally, cap it off with a 90-day certification exam. This isn’t just a knowledge test—it’s a chance to validate skills across the whole journey: messaging, discovery, objection handling, and process fluency. Companies like Salesforce and AWS use certifications like this to keep rep quality high as they scale.

At the end of this phase, reps should be running fast, making smart plays, and owning a real slice of your pipeline.

Don’t Forget Milestone Checkpoints

You wouldn't wait until the end of a marathon to check if your shoes fit.

Insert quizzes or mock-pitches at Days 30, 60, and 90 to catch small problems before they become big ones. A simple mock discovery call or value prop pitch can reveal if a rep is truly ready—or if they’re about to stumble.

Treat these checkpoints like pit stops, not judgment days. They’re chances to refuel, recalibrate, and pick up speed.

Wrap-Up: Blueprint Your Onboarding for Predictable Success

When every week has a clear purpose, new hires ramp faster—and managers finally get forecasting clarity.

Companies that invest in structured onboarding programs see 50% higher new-hire productivity. Building a strong 60–90 day plan isn’t about stuffing heads with information—it’s about layering knowledge, sharpening skills, and putting reps into action before the training wheels come off.

Here’s the big idea:
✅ Lay a rock-solid foundation early
✅ Sharpen real selling skills through practice
✅ Push into live execution with goals and coaching
✅ Use checkpoints to spot and fix gaps early

Done right, onboarding isn’t just another HR checkbox. It’s the launchpad for your next generation of quota-crushers.

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