27d ago in General 🌎
This is How I Build a Bulletproof Sales Team and Made $50k MRR
Hiring the right salesperson isn’t just about finding someone who can talk.
It’s about finding someone who can listen,
think on their feet, and respond QUICKLY!
Why?
Because SPEED of response shows work ethic.
When they treat you like a lead,
that’s how they’ll treat your clients.
And intelligence?
It’s non-negotiable.
You want someone who can carry themselves well,
not someone who’ll give a sloppy impression of your brand.
But even that’s not enough.
They also need to listen.
If they’re dominating every conversation,
it’s a red flag You’re looking for someone who’s socially aware,
Who knows when to listen and when to talk.
And perhaps the biggest quality?
Coachability.
Put them through a roleplay and see how they handle feedback.
If they take it without ego and improve on the second try,
they’re probably a good fit.
Now, about product knowledge.
It’s overrated.
What matters more is prospect knowledge.
Who we’re selling to matters more than what we’re selling.
Because when you understand the client’s problem inside and out, they’ll believe you’re the one to solve it.
These are the things you should look for when hiring now,
Once you’ve hired someone, it’s time for the 14-day onboarding period.
Here’s what that should look like:
They should be bathing in good sales calls.
40 calls, minimum.
And if you don’t have great calls recorded?
Go out and make them.
Because they need to hear what success sounds like.
During that time, they’ll also work on mastering the script a question-based framework that naturally leads to the close.
It starts with clarifying why they’re there,
labelling their problem,
Overviewing past experiences and pains,
and then offering the solution they need.
And once they’ve absorbed this, you roleplay with them every morning to sharpen those skills.
Now, the next step.
When they’re ready, move them to a half schedule.
This way, they’re spending half their day on calls and the other half reviewing what they did right and wrong.
And it doesn’t stop there.
Meet with them twice daily,
giving feedback on high-impact areas, and then roleplay the changes right away. Repeat until they’ve mastered the basics.
Building a world-class sales team isn’t for the faint-hearted.
The culture you create is everything.
This is where a visible leader board comes in.
Salespeople are competitive by nature, so you need to foster that drive.
Clear KPIs and some kind of incentive, like monthly competitions, keep things exciting.
And every quarter? Cut the bottom 10%.
If you don’t hold high standards, you’re sending a message that it’s okay to settle.
You’re creating a team which is okay to SUCK!
Feedback is critical. Spend an hour each week reviewing calls with every team member.
But don’t overwhelm them.
Focus on one or two high-impact areas, and review weekly progress.
Hold one-on-ones every week,
and if someone’s slipping, a performance improvement plan can help them get back on track.
After that? They either step up or step out.
Keeping the team fired up is an ongoing job.
When sales get repetitive,
A testimonial or two from happy clients is a powerful motivator.
Share these stories in team huddles, or have the closer who made the sale read the client’s feedback aloud.
It’s about conviction selling from a place of real empathy, because they know what they’re selling truly helps people.
This is what it takes to build a winning sales team.
Clear standards, structured feedback, and a culture that thrives on competition and support.
Sales management is all about maintaining the culture and setting high expectations.
And when you do that, your team doesn’t just sell, they excel.
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This is How I Build a Bulletproof Sales Team and Made $50k MRR
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