Role & expectations
Responsibilities, account ownership, required skills, working priorities, and how performance will be assessed.
FIRST SALES HIRE & SALESPERSON BUILDOUT
Build the role before you hire the person.
A first salesperson needs more than a job title and a revenue target. They need a clear customer, a defined offer, accounts to work, a process to follow, and a manager who knows how to help them improve. Callon Expansion House helps you put those pieces in place before the hire and support the person once they arrive.
We work through what you expect the role to do, what the business is ready to support, and where the founder still needs to stay involved. From role design and recruiting support through onboarding, training, and ramp milestones, the goal is a workable sales position inside a business that is ready for it.
DOES THIS SOUND FAMILIAR?
A recognizable challenge.
- You’re ready to stop handling every sales task yourself.
- You’re unsure whether you need a hunter, account manager, or a blended role.
- A previous sales hire struggled without clear direction.
- You need a hiring and ramp plan before making the investment.
WHAT THE WORK IS DESIGNED TO CREATE
A stronger way forward.
- A defined role and realistic success criteria
- A clear recruiting and candidate evaluation process
- An onboarding and training plan tied to the work
- A manager prepared to support the new hire
WHAT WE BUILD
Structure you
can put to work.
The exact deliverables are agreed around your business. Here is what that work can include.
Hiring support
A clear candidate profile, interview structure, practical evaluation, and support coordinating the selection process.
Sales foundations
Target accounts, positioning, outreach, follow-up, CRM expectations, and materials the salesperson needs to execute.
Onboarding & ramp
A staged learning and activity plan, coaching cadence, and review milestones that match your offer and sales cycle.
EXAMPLE DELIVERABLE
A 30/60/90/120-day ramp framework with learning goals, account activity, demonstrated skills, manager check-ins, and clear evidence required at each review.
FROM DIAGNOSIS TO OWNERSHIP
Built with your team.
Ready for your team.
- 01
Understand.
Review the goals, current way of working, and the evidence available.
- 02
Build.
Put the process, responsibilities, tools, and priorities in place.
- 03
Implement.
Train, coach, and support the people carrying the work forward.
- 04
Transfer.
Review what works and give the business a structure it can maintain.
WHO THIS WORK FITS
Owners with a saleable offer and the capacity to support a new role. If the market or offer still needs validation, we work through that before recruiting.
BEFORE WE BEGIN
Questions about the work.
Should I hire before the sales process is built?
Some learning can happen alongside the hire, but the person needs enough direction to begin useful work. We identify the minimum foundation first so you don’t ask a new employee to invent the entire function.
Do you recruit as well as train?
Recruiting, candidate evaluation, onboarding, and training can be included. We agree which parts you need and who makes the final hiring decision.
How quickly should a new hire produce revenue?
That depends on the market, sales cycle, offer, account access, and the person’s readiness. A useful ramp plan measures learning, execution, and opportunity progress before relying only on closed revenue.
A CLEAR NEXT STEP
Let’s build your next stage.
Bring the business context and the challenge. We’ll discuss whether a focused project, a diagnostic, or ongoing leadership is the right starting point.