The 30-60-90 Day Sales Onboarding Plan That Cuts Ramp Time by 50%

Your new AE started three weeks ago. They've sat through product training, done some call shadowing, and have access to your entire Confluence wiki. They're smart and motivated.

Ask them to run a discovery call next week and they'll panic. Three months from now, they'll still be asking colleagues basic questions that were "covered in onboarding."

This pattern repeats across almost every sales organization we've worked with. The question is: why do smart people with good training still take 6-9 months to become productive?

The answer isn't that onboarding programs cover the wrong content. It's that they front-load information and hope reps retain it, instead of building continuous reinforcement into the workflow.

The Problem With Information Dumps

Week 1 at most companies looks something like this:

• 4-8 hours of product training presentations
• 2-4 hours of sales methodology overview
• Stack of PDFs to "review when you have time"
• Access to a knowledge base with 10,000+ documents
• Shadow a few calls with random reps

The result is predictable: reps feel overwhelmed, forget most of what they "learned," and have no clear path from "I sat through training" to "I can run this meeting." They end up asking colleagues the same questions that were covered in onboarding—not because they're slow, but because information covered once in Week 1 doesn't stick when you need it in Week 6.

The missing link is application. Reps need to use information close to when they learn it, in situations that feel real. Most onboarding saves this for the end ("Week 4: Start making calls"), which means three weeks of learning followed by one week of realizing you don't remember what you learned.

The 30-60-90 Framework Overview

Phase	Focus	Outcome
Days 1-30	Foundation	Rep understands product, customer, and process
Days 31-60	Application	Rep executes with guidance and feedback
Days 61-90	Independence	Rep operates autonomously with coaching support

Each phase builds on the previous one, with continuous reinforcement replacing one-time training.

---

Phase 1: Foundation (Days 1-30)

Goal: Build the knowledge base that reps will draw from in every customer interaction.

Week 1: Orientation & Product Fundamentals

Day 1-2: Company & Culture

• Company mission, vision, and values
• Team introductions and org structure
• Tools setup (CRM, email, calendar, communication)
• 1:1 with manager to set expectations

Day 3-5: Product Deep Dive

• Product demo (as a customer would experience)
• Core features and use cases
• Technical architecture (high-level)
• Competitive landscape overview

Key Deliverable: Rep can give a 2-minute product overview without notes.

Week 2: Customer & Market

Understanding the Buyer:

• Ideal Customer Profile (ICP) deep dive
• Buyer personas and their priorities
• Common pain points by role
• Typical buying process and timeline

Understanding the Market:

• Industry trends and drivers
• Competitive positioning
• Common objections and responses
• Case study review (3-5 key customers)

Key Deliverable: Rep can articulate why a specific persona would buy and what objections they'd raise.

Week 3: Sales Process & Methodology

Your Sales Motion:

• Sales stages and exit criteria
• Qualification framework (MEDDIC, BANT, etc.)
• Discovery question framework
• Demo structure and best practices

Methodology Application:

• Role-play: Discovery call with manager
• Role-play: Product demo with SE
• Shadow 5+ customer calls with notes
• Debrief each shadowed call

Key Deliverable: Rep can run a mock discovery call that hits all qualification criteria.

Week 4: Tools & Systems

CRM Mastery:

• Opportunity management workflow
• Activity logging standards
• Pipeline and forecast expectations
• Reporting and dashboards

Enablement Tools:

• Content library orientation
• Meeting prep process
• Proposal and quote generation
• Email and outreach templates

Key Deliverable: Rep can create an opportunity, log activities, and find relevant content independently.

Phase 1 Success Metrics

Metric	Target
Product knowledge quiz	85%+ score
Mock discovery call rating	3/5+ from manager
CRM proficiency check	Complete all required fields
Shadowed calls	10+ with documented learnings

---

Phase 2: Application (Days 31-60)

Goal: Move from observation to execution with guardrails and feedback loops.

Week 5-6: Guided Execution

First Live Calls:

• Run 5 discovery calls (manager listening)
• Debrief each call within 24 hours
• Identify 2-3 improvement areas per call
• Update personal development plan

Supported Selling:

• Create first 3 opportunities independently
• Build pipeline to 2x quota coverage target
• Conduct first product demos (with SE support)
• Handle first objections with talk track support

Key Deliverable: Rep has 3+ qualified opportunities in pipeline with accurate MEDDIC data.

Week 7-8: Increasing Independence

Expanded Responsibility:

• Run calls without manager listening (recorded for review)
• Conduct demos with less SE involvement
• Manage 5+ opportunities through sales stages
• First proposal submission

Continuous Learning:

• Weekly 1:1s with specific call review
• Peer learning: shadow top performer
• Identify and document tribal knowledge gaps
• Access real-time guidance tools

Key Deliverable: Rep advances 2+ opportunities to next stage independently.

Phase 2 Coaching Focus

Area	Coaching Approach
Discovery	Review call recordings for question quality
Qualification	Audit MEDDIC completeness in CRM
Demo Skills	Observe and provide real-time feedback
Objection Handling	Role-play common objections weekly

Phase 2 Success Metrics

Metric	Target
Qualified pipeline	2x monthly quota
Calls per week	15+ discovery/demo calls
MEDDIC completion	80%+ fields populated
Opportunity advancement	3+ moved to next stage

---

Phase 3: Independence (Days 61-90)

Goal: Rep operates autonomously with coaching for optimization, not survival.

Week 9-10: Full Pipeline Ownership

Independent Operation:

• Manage full pipeline without daily oversight
• Run entire sales cycle: prospect to close
• Coordinate cross-functional resources (SE, legal, etc.)
• Accurate forecasting of own opportunities

Advanced Skills:

• Multi-threading within accounts
• Executive engagement strategies
• Negotiation and pricing discussions
• Complex deal navigation

Key Deliverable: Rep closes first deal or has deal in final negotiation.

Week 11-12: Optimization & Graduation

Performance Optimization:

• Identify personal selling strengths and gaps
• Build repeatable prospecting rhythm
• Develop personal best practices
• Contribute to team knowledge sharing

Graduation Criteria:

• Full quota assignment (if not already)
• Transition to standard coaching cadence
• 90-day review and development plan
• Celebrate wins and learnings

Key Deliverable: Rep is operating at expected activity levels with clear path to quota attainment.

Phase 3 Success Metrics

Metric	Target
Pipeline coverage	3x quota
Forecast accuracy	Within 20% of actual
First closed deal	Yes (or advanced to negotiation)
Activity consistency	Meeting weekly standards

---

The Continuous Reinforcement Model

The traditional model front-loads information and hopes it sticks. The continuous reinforcement model distributes learning throughout the 90 days and beyond.

What Continuous Reinforcement Looks Like

Instead of: 8-hour product training in Week 1

Try:

• 2-hour overview in Week 1
• Daily 15-minute product deep-dives in Weeks 2-4
• Product Q&A sessions before each demo
• Real-time product answers during calls

Instead of: MEDDIC training session with quiz

Try:

• MEDDIC overview in Week 3
• MEDDIC prompts during every discovery call
• Weekly MEDDIC audits with feedback
• Automatic MEDDIC scoring on all opportunities

Instead of: "Here's the knowledge base, search when you need something"

Try:

• Curated content delivered before each meeting
• Instant answers during live calls
• Relevant case studies pushed based on deal context
• Proactive objection handling suggestions

Tools That Enable Continuous Reinforcement

Modern GTM Intelligence platforms like RevWiser can automate continuous reinforcement by:

1. Auto-generating meeting prep tailored to each opportunity
2. Providing live Q&A during customer calls
3. Prompting methodology questions in real-time
4. Scoring deals against qualification criteria automatically

This shifts onboarding from "learn everything upfront" to "learn what you need when you need it."

---

Common Onboarding Mistakes to Avoid

Mistake 1: Information Overload in Week 1

The problem: Cramming everything into orientation week The fix: Spread foundational learning across 30 days with immediate application

Mistake 2: No Clear Milestones

The problem: "Ramp" is vague with no defined success criteria The fix: Specific, measurable deliverables for each week

Mistake 3: Sink-or-Swim After Training

The problem: Abrupt transition from "training" to "selling" The fix: Graduated responsibility with continued support

Mistake 4: Generic Content for Everyone

The problem: Same onboarding regardless of experience level The fix: Adjust pace and depth based on background (AE vs. SDR, industry experience, etc.)

Mistake 5: No Feedback Loop

The problem: Manager doesn't know what new hire struggles with The fix: Regular check-ins, call reviews, and skill assessments

---

Adapting the Template for Your Organization

This template is a starting point. Customize based on:

Sales Complexity

Complexity	Adjustment
Transactional (SMB)	Compress to 60 days; more call volume earlier
Mid-Market	Standard 90-day template works well
Enterprise	Extend to 120-180 days; more strategic selling skills

Product Complexity

Complexity	Adjustment
Simple product	Less product training, more selling skills
Technical product	More SE involvement; deeper technical foundation
Platform/multi-product	Phased product learning; start with core offering

New Hire Background

Background	Adjustment
Industry experience	Less market education; more product focus
Sales experience, new industry	Balance product and market learning
New to sales	More foundational selling skills; slower ramp

---

Measuring Onboarding Success

Leading Indicators (Track Weekly)

• Knowledge assessment scores
• Activity levels (calls, meetings, emails)
• Pipeline creation rate
• Methodology compliance (MEDDIC completion)
• Manager confidence rating

Lagging Indicators (Track Monthly)

• Time to first qualified opportunity
• Time to first closed deal
• Ramp to quota attainment percentage
• 90-day retention rate
• Performance vs. peers at same tenure

The Ultimate Metric

Your onboarding is successful when: A rep hired today performs like a rep hired 6 months ago—within their first 90 days, not their first 9 months.

---

Putting It Into Action

This Week

1. Audit your current onboarding program against this template
2. Identify the biggest gaps (likely: application, reinforcement, milestones)
3. Pick one phase to redesign first

This Month

1. Build out detailed 30-60-90 day plan with deliverables
2. Create assessment criteria for each phase
3. Train managers on coaching new hires through the phases

This Quarter

1. Implement with next new hire cohort
2. Measure leading indicators weekly
3. Iterate based on feedback and results

---

What Actually Changes

We want to be realistic about what's achievable. "Cut ramp time by 50%" is a headline, and actual results vary by company, role complexity, and how well you execute.

What we can say: the companies we've seen with faster ramp times aren't doing more training—they're doing less front-loaded training and more continuous reinforcement. They've figured out that the problem isn't coverage (what you teach) but retention (what sticks when reps need it).

The 30-60-90 structure matters, but what matters more is building ongoing support into the system. If your new rep has to remember everything from training to do their job, they'll struggle. If they have access to the right information at the right moment—meeting prep that surfaces relevant case studies, Q&A during calls, methodology reminders tied to specific deals—they perform better faster.

Technology can help with this, including tools like ours. But the principle applies regardless of tools: design onboarding for how memory actually works, not how you wish it worked.

---

RevWiser accelerates onboarding by giving new reps access to product knowledge, methodology guidance, and deal context in the flow of work—not just in training sessions. If ramp time is costing you, see how it works.