How to run a one to one and a pipeline review without becoming the bottleneck all over again.
DELIVERABLE
First Hire Sprint
A first sales hire without a system is a $100,000+ experiment. This is how you stop it being one, and how you find out quickly whether it is the person or the setup.
SCOPE
What is included
A role scorecard
What this person has to achieve in twelve months, written as outcomes rather than a list of responsibilities.
An interview framework and scoring rubric
Structured questions, what a good answer sounds like, and a score sheet, so you compare candidates rather than remember them.
A compensation structure
Base, variable, and what the variable actually pays on, benchmarked for the New Zealand market.
A 30-60-90 day plan
Built on your playbook, so onboarding means following a system rather than shadowing you for a month.
Ramp coaching for the first eight weeks
I work with your hire while they find their feet, so you are not the only person they can ask.
A management rhythm
How to run a one to one and a pipeline review without becoming the bottleneck all over again.
TIMELINE
How it runs
WEEK 1 - 2
Scorecard, compensation and interview framework
WEEK 3 - 4
Onboarding plan built on your playbook
WEEK 3
Ramp coaching alongside your new hire
No playbook yet?
Build it first. The 90-Day Build gets the ICP, the pipeline and the playbook in place, which is the system your hire steps into.