Gut feel won’t shorten onboarding. Precision metrics will. These five KPIs spotlight exactly where new reps stall—so enablement can fix bottlenecks before revenue leaks.

Measure Time to First Sale Early

If you want to quickly gauge how well a new hire is ramping, start with Time to First Sale. It tracks how many days it takes from their start date to closing their first deal.

If this timeline stretches, it’s often a signal that qualification training or messaging around product fit needs a tune-up. Without this clarity, new reps stall when it’s time to turn conversations into contracts.

Tracking this metric gives managers an early heads-up and helps refine onboarding programs before the delays turn into missed revenue.

Build a Clear Quota Attainment Curve

Another early checkpoint is the Quota Attainment Curve. By tracking when reps reach 25%, 50%, and 75% of quota over the first 90 days, you can easily spot momentum—or the lack of it.

A steady curve upward means reps are absorbing coaching and executing well. A flatline suggests gaps in coaching cadence or that sales enablement tools aren’t connecting.

Top teams use this visual to guide proactive coaching and adapt enablement sessions before underperformance becomes systemic.

Track the Activity Efficiency Ratio

Reps who are busy aren’t necessarily building pipeline. That’s why the Activity Efficiency Ratio matters—it compares effort (calls, emails, demos) against outcomes (real opportunities created).

If reps are heavily active but not creating opportunities, it usually points to a targeting issue, a messaging misfire, or a training gap in qualifying prospects.

By tracking this ratio, leaders can pivot coaching from “do more” to “do smarter”—boosting real productivity while saving energy.

Compare Deal Cycle Lengths

Speed to close matters. Comparing the Average Deal Cycle of new hires against tenured reps can show whether your rookies are stuck in longer sales cycles.

If new reps are closing 30% slower, it’s time to coach them on moving deals forward: setting stronger next steps, handling objections earlier, and securing commitments without delay.

Shorter deal cycles aren’t just good for morale—they dramatically improve your return on investment in new hires.

Watch Your Ramp Attrition Rate Closely

Finally, Ramp Attrition Rate—how many new hires leave within a year—is your long-term pulse check.

High attrition often reveals onboarding misalignment, culture fit issues, or unclear expectations. Worse, it’s expensive: studies peg the true cost of replacing a rep at over $100,000 when lost pipeline and rehiring costs are factored in.

Keeping a close eye on this number ensures leadership stays accountable for building a foundation where new reps can win and stay.

Final Thoughts: Make Ramp‑Up a Science

Sales onboarding doesn’t have to feel like a guessing game. By tracking these five KPIs consistently, you can pinpoint exactly where new reps are falling off track—and fix it fast.

✅ Time to First Sale flags early training gaps
✅ Quota Attainment Curve shows momentum (or lack of it)
✅ Activity Efficiency Ratio highlights quality over quantity
✅ Deal Cycle comparisons reveal closing issues early
✅ Ramp Attrition Rate signals deeper onboarding or culture problems

Done right, ramp-up becomes a predictable process that fuels faster productivity, higher retention, and stronger revenue growth.

Data gives you the roadmap. All that’s left is to act on it.

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