SALES ONBOARDING

Performance-driven onboarding,
built as a system.

Better onboarding isn’t a better experience. It’s more revenue, sooner.

Ramp and selling come out of the same year. Shorten the ramp and revenue starts arriving sooner, from a hire you are already paying for.

Rebuild your onboarding
How we accelerate ramp

Accelerate ramp with better programs powered by AI, led with a human touch.

Onboarding runs in four stages: prepare, practice, reinforce and certify. AI speeds up preparation and practice. Managers lead reinforcement, and a trained certifier signs off.

How does AI shorten sales ramp time?

Most of ramp is spent learning the product, the buyers, the process and the tools, and getting enough practice to be credible. Condor compresses it three ways: AI-powered prework with practice sessions on every topic, a cohort workshop that rehearses each part of the sale, and a rigorous certification, so readiness is proven rather than assumed. New hires spend more of their first months selling.

Track Record

BUILT FROM RUNNING IT
AT SCALE.

Built and run inside LinkedIn’s global sales organization, where a new cohort started every month against a live revenue number. Onboarding was the whole job, not one of five responsibilities.

1,800+
Revenue hires taken from day one to ready to sell.
REVENUE HIRES ONBOARDED
2,000+
Hours of training delivered live, in the room, with sellers.
HOURS OF TRAINING
48
Consecutive cohorts, every one designed, delivered and improved.
CONSECUTIVE COHORTS
90
Bobby’s score as the facilitator, given by the reps in the room, on mandatory training. World class is 70.
FACILITATOR NPS

Recognized with a sales club award normally reserved for quota carriers.

As a sales leader: 3x President’s Club, Most Inspirational Leadership Award and Leadership Excellence Award.

How Onboarding Works

FROM LEARNING
TO FIELD-READY.

Onboarding combines structured preparation, guided practice, manager reinforcement, and certification into a repeatable ramp system, customized to your revenue motion and powered by AI-enabled learning.

Prepare.
Structured Pre-Work
New hires build real context before they ever touch a live deal, your business, your customer, your motion, with AI-enabled learning that moves faster than slide decks.
Practice.
Flipped Classroom Model
Guided, low-stakes reps that build real skill before it costs a real deal, so the learning happens off the field, not on a live customer.
Reinforce.
Manager-Led Coaching
Managers stay in the loop with a clear picture of what good looks like, so reinforcement is consistent, not left to chance.
Certify.
Independent Sign-Off
A clear bar for field readiness, signed off by a trained certifier who is not the rep’s own manager, so you know who is ready to sell and a hiring miss surfaces within ninety days rather than in month nine.
Three Tracks

ONBOARDING FOR EVERY
TRANSITION.

New-Hire Onboarding.
External hires brought from day one to field readiness. Your motion, your product, and your customer, but a faster timeline.
Internal Moves & Promotions.
Onboarding for people moving into new internal roles, plus the materials that make promotions repeatable instead of improvised.
First-Time Leaders.
The move from seller to leader, turning strong individual contributors into first-time managers who can actually lead.
The Evidence
SHRM reports that talent management experts recommend onboarding last at least one year, and that the ideal ramp-up time for a new employee is generally 12 to 15 months. That is exactly why the front weeks decide so much: they set how much of the following year a new hire is equipped to learn from.
Measurement

A PROGRAM YOU CAN
HOLD TO A NUMBER.

Every engagement sets targets on the same five measures before the first cohort starts, then reports against them after. The targets are built with you, against your motion and your baseline, never borrowed from someone else’s business.

Time to first booked meeting.
How quickly a new hire is creating pipeline under their own power.
Time to first closed‑won.
Measured against one sales cycle in your motion, not a fixed number of days.
Year‑one results against quota.
Whether a faster ramp turned into results in the first year.
Early‑tenure retention.
Whether the hires you invested in are still with you eighteen months on.
Manager confidence at certification.
Whether the leader who owns that number believes the rep is ready to carry it. The read that matters most.

Ramp is the part of a new hire’s first year you can genuinely engineer.

Bobby Barry leading a live sales training session
Often the next step Condor Coaching Framework Once new hires ramp faster, their managers keep developing them through the work already in their week. From Vantage Point Ramp time is a number you can move. Why ramp is a variable you control, not a fixed cost of hiring.

START THE
CONVERSATION.

Tell us how new hires ramp today. We will come back with where the time goes, and what a faster ramp is worth.

The first step
A short discovery call about the problem and what it would take to fix it.
Rebuild your onboarding
Direct bobby@condorconsulting.ai