Who are these training programmes and courses for?

For B2B sales reps, SDRs/BDRs, sales managers, and entrepreneurs who sell their own services and want to do it more effectively - as well as business owners who want to understand where their company stands and what they can do to increase sales and team performance.

Is the first consultation really free?

Yes. 30 minutes, no cost, no commitment. We jointly assess whether and how I can help. If I'm not the right fit, I'll tell you straight.

How quickly will I see results?

The first changes in approach and sales conversations appear within a few weeks of consistent work. Pipeline results show after 1–2 months.

Are the trainings online or in-person?

Online courses are available 24/7 from any device. Closed corporate workshops can be held in-person or remotely - to be agreed individually.

Do you offer training for an entire sales team?

Yes - I run workshops and training programmes dedicated to sales teams. Reach out to discuss scope, format and schedule.

What's the difference between mentoring and an online course?

A course is recorded material you go through at your own pace. Mentoring is 1:1 work - we analyse your specific situations, pipeline and results in real time.

How do I know it works? Do you have results?

I work daily as Sales Leader at Revolut Business, and previously served as Account Executive, where I was a consistent Top Performer for 3 years running. What I teach, I practise myself - in a live market. You'll find my clients' results in the testimonials section.

How long do I have access to the course and what quality is the video?

You get access to each course for 3 months from the moment of purchase. All video materials are in 4K quality.

How to Recruit Salespeople: The Process from Job Ad to the First 90 Days

Recruiting salespeople is a process, not a single conversation. Companies that treat it as one meeting end up choosing the candidate who interviews best, not the one who sells best. Below is the whole process in nine steps: from the profile, through the job ad and screening, to onboarding.

Step 1: build the candidate profile

Before you publish anything, define the role, the essential traits and the anti-profile. Without these, you do not know what criteria you are using to assess candidates. I explain how to do it in the B2B salesperson profile.

Step 2: write a job ad that filters as well as attracts

A good job ad for salespeople says specifically what the candidate will sell, to whom and how. Describe the sales cycle, the type of clients, the number of leads the company provides and how pay works. Salespeople who know their numbers read this kind of information carefully. Generalities attract those who are looking for "a great atmosphere and flexibility".

You can also ask for a number straight away: request target attainment for the last few quarters in the application. Anyone who cannot provide it screens themselves out.

Step 3: look where the salespeople are

Do not limit yourself to job boards. Good salespeople are often employed and not actively looking. What helps: referrals from your current team, LinkedIn and direct messages, industry contacts. The more specific your offer and profile, the easier it is to write a message that someone will answer.

Step 4: initial CV screening and a short call

In CVs, look for numbers, not general descriptions. "I was responsible for sales" tells you nothing; "I hit 110% of target for four quarters" tells you a lot. Then arrange a short call of a dozen minutes or so to confirm the basics: numbers, expectations, availability. A good candidate answers these questions concisely and specifically.

Step 5: the main job interview

This is an interview of about an hour, built around numbers, lost deals and a simulation. I describe the step-by-step plan in sales rep job interview: step by step, and you will find ready-made questions in salesperson interview questions.

Step 6: sales simulation

The most important stage. The candidate performs a real sales task, such as a cold call or a discovery conversation, and you assess their behaviour against a scorecard. Details and a ready-made scenario: sales simulation in recruitment.

Step 7: references

For salespeople, references are especially valuable, because the numbers can be verified. Ask a former manager about target attainment, how the person works and whether they would hire them again. A single reference call often settles any doubts.

Step 8: the offer

An offer to a salesperson is a sales conversation in reverse, so do it well. Set out clearly the pay structure, targets, support and career path. A candidate who sells well will judge your offer the way they judge any proposal: by the value it has for them.

Step 9: onboarding for the first 90 days

Recruitment does not end with a signed contract. Many good candidates drop out in the first few months because nobody planned their start. Set up a plan in three stages:

First 30 days: getting to know the product, clients, process and tools. Observing conversations of experienced salespeople.
Days 30-60: running conversations independently, with regular feedback. First meetings and deals of their own.
Days 60-90: full responsibility for the pipeline and targets. A joint review of results.

At each stage, set clear, measurable goals and dates for conversations with their manager.

Why it pays to get the whole process right

A wrong hiring decision in sales is costly: months of work, lost opportunities and team time. If you feel that every second decision is a lottery, it is a sign that one of the stages above is not working. Most often what is missing is the profile, the simulation or the onboarding plan.

Recruiting salespeople is one of the things I help companies with, from building the candidate profile through selection to simulations and onboarding. See the service: sales recruitment or book a free consultation using the button below.