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    Field Sales Onboarding

    By RepCard, built by field sales reps

    Field sales onboarding is the structured program that turns a new outside sales hire into a producing rep. In home services and D2D, this means mastering the territory, the pitch, the product, and the tech stack inside 30 to 90 days. Done right, it cuts ramp time in half and protects your recruiting investment.

    What Field Sales Onboarding Actually Is

    Most sales teams confuse onboarding with orientation. Orientation is paperwork and a company deck on day one. Onboarding is the full system that gets a rep to quota. For field sales, that means pairing a new hire with a clear 30-60-90 plan, shadow days on real doors, daily role-play, and measurable checkpoints. A rep who runs a real pitch on day 3 will always outrun a rep who sits in a classroom for two weeks. The home services industry suffers from one brutal truth. 60% of field sales hires quit inside their first 90 days, and the #1 reason is a broken onboarding experience. Fix this and you fix your recruiting math.

    The 30-60-90 Plan That Actually Works

    Days 1 to 30: Competence. Product mastery, the 7-step pitch, objection library, territory basics. End of week 1 the rep is knocking with a veteran. End of week 4 the rep is running solo knocks in a controlled territory. Days 31 to 60: Consistency. Daily activity to 100% of ramp quota. Weekly 1:1 coaching on film review. First full solo deals booked and closed. Days 61 to 90: Compounding. Rep hits 70% to 100% of veteran quota. Starts building their own playbook variants. Begins mentoring the next cohort.

    What Breaks Onboarding

    No ramp quota. If the rep does not know what "successful" looks like on day 30, 60, and 90, they drift. No shadow structure. Sending a rookie out with a veteran without a written observation rubric wastes both people's time. No daily reps. Pitch practice and objection drills are not optional. They are the equivalent of batting practice. Teams that skip them watch hire-to-quota rates collapse. No visibility. Managers who cannot see a new hire's knock count, set rate, and close rate in real time cannot intervene until it is too late.

    The Onboarding Tech Stack

    Digital business cards for every new rep on day one. Training library with videos, scripts, and certifications. Leaderboards so new hires see their own ramp data next to veterans. Team chat for instant access to managers and peers. Calendar integration for ride-alongs and coaching sessions. All of it has to live in one place or it does not get used.

    RepCard's Take

    "RepCard is the Sales Operating System built for field sales teams. Our training library, digital business cards, leaderboards, team chat, and manager dashboards all live in one app. New reps get everything they need on day one. Managers see every ramp metric in real time. The 30-60-90 runs inside the software instead of inside a forgotten Google Doc."

    — Brad Mortensen, Founder & CEO, RepCard

    Frequently Asked Questions

    The outcome target is 30 to 90 days to quota. Shorter if the product and territory are simple. Longer if the deal size and cycle are complex.

    Start at 30% of veteran quota in month 1, 60% in month 2, and 80% to 100% by month 3. Pay a ramp bonus to hold reps on the plan.

    Both. Two days of classroom for product and legal. Then put them on doors with a veteran and a scorecard.

    Two metrics. Hire-to-quota rate (what percentage of new hires hit quota in 90 days) and 90-day retention rate. If either drops below 60%, your onboarding is broken.

    The manager's job. HR can handle paperwork. The sales manager owns the ramp outcome.

    Onboard Reps That Produce. Not Reps That Quit.

    RepCard's training library, leaderboards, and manager dashboards run the full 30-60-90 inside one app.

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