DRAFTA working draft — not yet checked against reality by a person. Read it, but confirm before you rely on it.
Onboarding and Training
How a new hire ramps — the daily training window, best/worst call review, and the setter-to-closer volleyball. · tap to zoom & pan
Gives every new hire a fixed daily training path and a setter to closer ramp instead of learning by accident
WhoJason / David
WhenA new setter, cold caller, or acquisition rep joins the team, or someone ramps toward a new role
Time~30 min
THE ONE RULEprotect 30 to 60 minutes of training every single day, it does not get skipped for being busy
The steps · 13
Day one
1
2
3
The sacred training window
4
5
6
The setter-to-closer ramp
7
8
9
10
11
The first real task
12
13
Tap a step to open its detail.
ALWAYSshadow live calls and appointments before running any of them solo
ALWAYSreview one best call and one worst call every day with specific feedback
Why this matters+
Give every new hire, setter, cold-caller, or acquisition rep, a fixed path to
get sharp fast instead of learning by accident. This is the SOP that makes
the whole system scalable: every other SOP is written to be new-hire
followable, but onboarding is where a person actually learns to use them.
The training window is protected every single day, not just in week one, and
the fastest ramp comes from working live alongside someone who already knows
the job, not from reading alone.
When to use this+
A new setter, cold-caller, or acquisition rep joins the team.
Anyone already on the team is being ramped toward a new role, most often
setter toward closer.
A refresher is needed after a slow stretch or a run of mistakes on calls or
at the door.
Before you start+
The new hire has read sop-kod-daily-rhythm so they know what a full day
looks like before their first one.
The new hire has read sop-kod-kpi-review so they know what "on pace"
means and aren't guessing at whether they're doing well.
A closer or senior rep is available to shadow and run live handoffs with,
especially in the first two weeks.
Access to the dialer, disposition system, and GHL is set up before day one,
not scrambled together on it.
Every day includes a protected 30 to 60 minute training window that
actually happened, not just was scheduled.
One best call and one worst call were reviewed daily, with specifics, not
a general impression.
The new hire shadowed live calls and appointments before running any
solo.
The new hire has picked and fixed one SOP, and that fix was reviewed by
Jason or David.
The new hire can name their current stage on the setter-to-closer ramp
and what has to happen before they move to the next one.
If it goes sideways+
Training window keeps getting skipped because the day got busy.
Protect it on purpose. A busy day is exactly when skipping the review does
the most damage, because mistakes compound instead of getting caught.
New hire is stuck reviewing calls but not improving. Make the feedback
more specific. Point to the exact sentence or moment, don't summarize the
whole call as "good" or "needs work."
New hire wants to skip straight to closing. Don't let them. Setting
reps build the phone comfort and objection handling that make closing
possible; skipping the ramp shows up later as a blown sit-down.
New hire hasn't picked an SOP to fix. Assign one directly rather than
leaving it open-ended. Any SOP with a rough or thin section works.
A new hire is running solo appointments too early. Pull them back to
shadowing or closer-backed appointments until they can run the 5 Options
in order without a prompt, per sop-kod-close-appointment.