Case studies

LATAM Sales Onboarding

Mexico, Colombia and Argentina were the bulk of our hiring, and almost half of the new joiners left early. I rebuilt the programme and I own it all the way down to its unit economics.

Problem

Almost half the new joiners left early, assessment was subjective — a test showed what someone knew and nothing about how they worked — and the programme fell apart the moment hiring scaled.

Solution

A day-by-day programme with the infrastructure underneath it: exams and a scoring model for qualitative signals, a programme database, and an LMS written from scratch.

Probation rule simulation — moving the lead ceiling shows how many people it cuts, how much revenue leaves with them, and how conversion shifts

How it works

1

Day-by-Day Programme

Sales onboarding broken down by day: content, practice, checkpoints, and who owns each one.

2

Exams and Scoring

A scoring model that captures qualitative signals, not just what a test can measure.

3

LMS

Written from scratch: exercises, stage-by-stage progression, and integrations with the rest of the stack.

4

Programme Database

Progress, exam results and joiner status in one place — the foundation the analytics sit on.

5

Unit Economics

What the programme costs and what it returns — the link between onboarding spend and people reaching the floor.

6

Programme Team

Two LATAM onboarding managers reporting to me, with split ownership and a working cadence.

Payback calculator — the full cost stack per hire, break-even point and payback period, recalculated on every input (figures redacted)

19% → 34%

probation → live sales floor

48% → 33%

early attrition

25 → 40

people reaching the floor per quarter