So, you’ve hired new sales reps and you want them selling, not just sitting in training limbo. Whether you’re a sales manager, a founder stuck running sales, or someone who just wants onboarding not to suck, this guide is for you. We’ll walk through a simple, no-nonsense way to get new reps productive quickly using Leadpipe’s training tools—without wasting time on fluff or fancy jargon.
Let’s cut through the noise and focus on what actually helps new reps ramp up fast.
Step 1: Get Your Basics in Place Before Day One
Before you even think about inviting new reps to Leadpipe, do a bit of prep. You don’t need a months-long playbook, but you do need these:
- Clear goals for onboarding. What do you expect new reps to actually do in their first week? Month?
- Key sales materials. Think: product one-pagers, call scripts, objection handlers. If it’s scattered across Google Drive, centralize it.
- The right access. Make sure new reps have logins for Leadpipe, your CRM, email, and whatever else they need to actually start.
Pro tip: Don’t go overboard documenting every possible scenario. Focus on the 80% use case—the real stuff reps will hit in week one.
Step 2: Set Up the Leadpipe Training Hub
Leadpipe’s training tools are only useful if you set them up with real, useful content. Here’s what works:
- Create a “Day 1” playlist. Leadpipe lets you build training paths. Start with a short, logical sequence: intro video, product overview, demo call recording, basic pitch tips.
- Keep it short and actionable. No one wants to watch a 45-minute video. Aim for bite-sized lessons (5-10 minutes tops).
- Mix formats. Some reps learn by watching, some by reading, some by doing. Use videos, checklists, and quizzes (not just slides).
- Add real calls. If you’ve got recordings of good (and bad) sales calls, include them. Theory is fine, but real examples stick.
What to skip: Endless “company culture” videos, generic motivational talks, or anything that doesn’t actually help close deals.
Step 3: Make It Interactive—Not a Slog
You know those onboarding programs where reps click through slides, half-reading while they browse Reddit? Don’t do that.
Here’s how to keep it real:
- Quizzes after key modules. Not to “test” people, but to help them remember what matters. Keep them short and practical—think “What’s our target customer’s #1 pain?” not “What year were we founded?”
- Practice pitches. Leadpipe can let reps record themselves or hop into practice calls. Encourage this. It’s awkward at first, but way better than freezing up on a live call.
- Feedback loops. Set up Leadpipe to ping you or another manager when a rep finishes a section. Take five minutes to review and give honest feedback.
What doesn’t work: Forcing reps to “complete” every single module before they can start selling. Let them jump in and fill gaps as they go.
Step 4: Give Immediate, Useful Feedback
Feedback isn’t about nitpicking. It’s about giving reps quick wins and correcting big misses before they become habits.
- Use Leadpipe’s analytics. See who’s stuck, who’s breezing through, and who might be skipping the important stuff.
- Listen to a sample call—or a practice pitch. Don’t just say “good job.” Be specific: “Your intro felt rushed. Try pausing after your name.”
- Encourage peer feedback. If you have more than one new hire, have them review each other’s practice calls. It’s honest, and it builds camaraderie.
Skip the weekly “progress meetings” unless there’s actually something to discuss. One or two real-time nudges will do more than a half-hour status call.
Step 5: Get New Reps on the Phones (or in Front of Customers) Fast
There’s no substitute for real conversations. Onboarding only works if it gets reps ready to do the job.
- Set a target: By the end of their first week, each rep should have at least one real sales conversation (even if it’s with a friendly customer or a teammate role-playing).
- Use Leadpipe to assign starter leads. Don’t give new reps the toughest accounts. Let them cut their teeth on inbound leads or low-stakes prospects.
- Debrief quick. After their first live calls, grab 10 minutes to chat. What went well? What tripped them up? Update your training hub with any common questions or issues that pop up.
What to avoid: Waiting until “training is complete” before letting reps talk to anyone. Real learning happens on the front lines.
Step 6: Iterate Your Onboarding—Don’t Set It and Forget It
The best onboarding is never really “done.” Here’s how to keep it sharp:
- Ask new reps what’s missing. After their first couple weeks, what did they wish they’d been shown? Add it to Leadpipe.
- Update training with real-world examples. If a weird objection comes up or a killer call gets recorded, drop it into the playlist.
- Trim the fat. If no one watches a certain video or completes a module, cut it. Don’t be precious about your materials.
Beware: Don’t assume what worked for reps last year still works now. Sales changes fast. Keep your training relevant and tight.
Quick FAQs
What if my sales process is still evolving?
That’s fine. Build the basics—product, pitch, target customer. Update as you go.
Do I need fancy videos?
Nope. Screen recordings, Loom videos, or even just audio clips work. Clarity beats production value every time.
How do I know if onboarding is “working”?
If new reps are selling (even imperfectly) in their first 1-2 weeks, you’re on the right track. If they’re still stuck in training, something’s off.
Keep It Simple—And Keep Improving
Don’t stress about building a perfect onboarding program. Focus on getting new reps talking to customers fast, giving honest feedback, and using Leadpipe to keep your training organized and up to date. The simpler and more real-world your onboarding is, the faster your reps will ramp—and the less time you’ll spend answering the same questions over and over.
Iterate, don’t overthink, and remember: no one ever closed a deal because they watched another generic onboarding video.