LILT

The company's sales approach, which had always concentrated on the enterprise level, meant they needed to hire experienced representatives with at least 12 months of prior experience. This strategy, however, posed several challenges. Without a clear internal promotion path for junior employees, it was difficult to attract and keep ambitious individuals in the long term. Furthermore, the existing onboarding process was not designed to support less experienced hires, which hindered their ability to build the team from within and foster internal growth.

To effectively scale the sales team, the company needed to change its strategy to include more junior sales representatives who could be trained to become "enterprise-ready." With a robust, newly implemented onboarding programme and an established, high-performing senior team, the foundation was in place. The goal was to find and integrate new, driven representatives who could use these resources to quickly get up to speed. The success of Tiago, a previous Pareto hire, affirmed their confidence that investing in graduate-level talent was a viable and promising path forward.

To address these challenges and achieve their goals, they implemented a two-pronged solution. The core of the strategy was to hire more junior talent and provide them with a truly comprehensive onboarding programme. They recognised that transitioning into an enterprise sales role is a significant step, so their recruitment focused on identifying highly motivated, driven, and resilient individuals prepared to dedicate themselves from day one.

The implementation of this new strategy has yielded exceptional results, as shown by the performance of their recent hire, Jack. His success validates the effectiveness of the new onboarding programme and their ability to identify top-tier junior talent.

Jack's Performance Highlights:

• 392% of Ramp Target: Jack significantly exceeded his initial goals, achieving a ramp quota that is the highest in the company's history.

• Exceeded Senior Quota: In his very first quarter, Jack surpassed the quota set for their senior Account Development Representatives (ADRs).

• Top Performer: He generated the most "Stage One" opportunities of any ADR on the team this quarter, immediately becoming a key contributor.