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SRU DFY Recruiting & Onboarding Solutions for Commission-Based Sales Organizations We Will Recruit 5-15 Sales Reps For You Every Single Month!

About Sales Recruiting University

We specialize in high-volume commission-based sales recruiting. For more details please contact us at (949) 933-0543 or email us at [email protected]

10/09/2026

You shouldn’t be spending 20 hours training every new rep.

But that’s what happens in a lot of sales teams. A new rep starts, and a leader spends 10, 15, sometimes 20 hours walking them through the offer, the customer, and the sales process.

Then the rep forgets most of it. As much as 85% of what they heard live.

So you explain it again. And again.

The problem isn’t the rep’s memory. It’s that your training only exists inside your head.

Build it once instead. Think of it as your own company university. If you’re ABC Company, it’s ABC University.

Inside it: videos, documents, and quizzes covering who you sell to, what you sell, your sales system, and what success looks like daily, weekly, and monthly.

Then have every new rep go through it 2–4 times in their first 2–4 weeks. You spend less leadership time, and reps retain more because they hear it more than once.

Start this week: write down the three things you’ve explained to new reps the most. Record your next explanation instead of delivering it live. That’s module one.

Hiring the right reps is only the beginning. If you need help recruiting and scaling a stronger commission-based sales team, schedule a Sales Recruiting Planning Call:
https://getsru.com/application

How many hours does it currently take you to train one new rep?

10/09/2026

Your one-on-one sales interviews are happening too early.

Most founders recruiting commission-based reps go straight from application to a one-on-one. Then they spend an hour explaining the opportunity to someone who loses interest the moment they hear “all commission.”

Repeat that a dozen times and recruiting starts eating your week.

The problem isn’t candidate quality. It’s the order you’re doing things in.

In the process we build with clients, a group presentation comes before any one-on-one. That’s where the full opportunity gets sold, including the unattractive parts: all commission, generating your own business, and possibly not making decent money until 90 days in.

Conservatively, 25 to 50 percent of candidates leave that presentation saying it makes sense. The ones who reach a one-on-one already understand the job from A to Z.

You run a couple of presentations a week instead of dozens of individual calls.

This week, write down every unsexy part of your sales role. If candidates first hear about those in a one-on-one, move them earlier.

If you need help building a recruiting process that brings in commission-based reps week after week, schedule a Sales Recruiting Planning Call:
https://getsru.com/application

Where do most candidates drop out of your hiring process right now?

10/08/2026

Handing phone interviews to your admin can quietly wreck your hiring.

It usually happens when you're trying to scale. You're running the business, recruiting eats your calendar, so the phone interviews get delegated.

Then results drop. Fewer strong candidates make it to the next step.

The problem isn't the admin. It's that early interviews aren't just screening. They're selling. Better candidates have options, and someone has to convert them into wanting the next conversation. If the person on the phone can't sell the opportunity, your strongest candidates quietly opt out.

That's why we use group interviews. A couple of group presentations a week takes leadership no more than an hour. You pitch the opportunity yourself, and conservatively, 25–50% of candidates leave wanting to take next steps. Those move to one-on-ones, which you can delegate.

This week, map every step where a candidate decides whether they want the job. Make sure someone who can sell the opportunity owns each one.

Need help recruiting and scaling your commission-based sales team without giving up your week? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

Who runs your first-round sales interviews right now?

10/08/2026

Sales onboarding is a grind. Most of it shouldn't need you.

Think about where your time goes with a new rep.

Explaining the offer again. Running role plays. Giving the same coaching notes you gave your last three hires.

It's repetitive and exhausting, and it's usually the first thing that slips when you get busy.

That's the real problem. Onboarding rarely fails because reps can't learn. It fails because it depends on a leader having hours they don't have.

The biggest time sinks are training content, role play, and coaching. When those are automated, we've seen leadership workload on onboarding drop by roughly 80%.

And because every rep now gets the same complete structure, retention improves. In our experience, often 2–3X or more.

Your action this week: log every hour you spend onboarding your newest rep. Circle the hours where you're repeating something you've already said before. That's what to systematize first.

If you need help recruiting and scaling a commission-based sales team that doesn't depend on you to train every hire, schedule a Sales Recruiting Planning Call:
https://getsru.com/application

How many hours a week does onboarding a new rep cost you right now?

10/07/2026

Your new sales reps shouldn't be texting you all day.

In the first two weeks, new hires have a lot of questions. That's normal.

But when every question becomes a call, text, or email, you spend the whole day getting interrupted, answering the same things over and over, one rep at a time.

The problem isn't that new reps ask too many questions. It's that there's no structure for when they ask them.

What we've found works best is a daily end-of-day meeting just for new hires during their first two weeks.

On day one, tell them: "You're going to have a lot of questions. Save them for the end-of-day meeting."

Now one rep's question becomes every rep's answer. They learn from each other, they still feel supported by leadership, and you can support every new hire at once without being distracted all day.

By the end of those two weeks, most of the learning curve is behind them.

Put a recurring end-of-day meeting on the calendar for every new hire's first 10 business days, and set that expectation on day one.

Hiring the right reps is only the beginning. If you need help recruiting and scaling a stronger commission-based sales team, schedule a Sales Recruiting Planning Call:
https://getsru.com/application

How do your new reps get their questions answered right now?

10/07/2026

Your new sales reps will forget 85% of their onboarding.

Not because they're bad hires. That's just how people take in information.

You spend days walking a new rep through the product, the pitch, and the objections. Two weeks later, they're asking the same questions, and you're explaining it all over again.

So you assume you need to train harder. Or hire better.

The real problem is that most onboarding is delivered once, live. One pass isn't enough for anyone to retain it.

When reps go through the same material 3–4 times, retention climbs past 50%. That's the difference between knowing the pitch and executing it.

That's why we build onboarding as a recorded "university" instead of live sessions. Reps go through it twice in their first two weeks. That can save leadership 10–20+ hours, and in highly technical sales, we've seen leaders get back 40+ hours per week.

This week, record the one onboarding session you find yourself repeating most often.

Want a commission-based sales team that ramps without pulling you back into training? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

How many hours a week do you currently spend training new reps?

10/06/2026

Your new sales reps are practicing their pitch on real prospects.

You give them the training. They learn the sales process. Then they go live.

From that point on, every early call becomes a rehearsal, with a real buyer on the other end.

The problem usually isn't the information. Knowing the pitch and delivering it with confidence are two different skills.

In our experience, a rep needs a minimum of 50 practice runs of the pitch, and ideally up to 100, to truly master the communication side of it.

Most companies don't come close to providing that.

So reps fail in front of prospects, their learning curve drags out, and many leave before they ever get good.

Split onboarding into two phases. First, reps learn the information through a structured new-hire training program. Then they complete 50 to 100 role plays with coaching feedback before they take a live call.

Hiring the right reps is only the beginning. If you need help recruiting and building a stronger commission-based sales team, schedule a Sales Recruiting Planning Call:
https://getsru.com/application

How many times does a new rep on your team practice the pitch before their first live call?

10/06/2026

Your new sales rep shouldn't have to guess what to do Tuesday.

But that's how a lot of onboarding works. Day one is paperwork and logins. After that, the rep shadows someone, skims some material, and waits to be told what's next.

They don't know what "on track" looks like. Often, neither does the manager.

The problem usually isn't the rep. It's that onboarding lives in someone's head instead of on paper.

The fix is simple: a new hire checklist covering every working day of the first two weeks.

Each day lists exactly what the rep must complete to be ready for the next one. Admin. Training. Role play. Sales technology. Sales activity. Who to go to for support.

Execute Monday's list, and you're set up for Tuesday. Finish all 10 days, and you're on track.

In our experience, reps who make it through two weeks of a system like this are the ones you're most likely to keep.

This week, write down what a new rep must complete on each of their first 10 working days.

If you're building a commission-based sales team and want new hires set up to succeed from day one, schedule a Sales Recruiting Planning Call:
https://getsru.com/application

What does a new rep's first Tuesday look like at your company right now?

10/05/2026

Your new reps are practicing their pitch on real prospects.

Most onboarding works like this: watch the training, read the script, maybe do one or two role plays with a manager, then start taking calls.

The problem usually isn't the training content. It's practice volume.

Role play is where reps learn to handle objections and run the conversation. But live role play depends on leadership time, and that's the first thing to disappear when a founder gets busy.

So reps learn the information without ever getting comfortable using it.

At SRU, we built RepCoach AI to fix this. We load a client's sales stages, scripts, objections, FAQs, and customer types. Reps practice against an AI prospect and get graded and coached on every attempt, which lets a new rep get 50 to 100 practice reps in while they're still learning the material.

This week, count how many full role plays your last new hire completed before their first live call.

Need help recruiting and onboarding a commission-based sales team that doesn't depend on your calendar? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

How many role plays does your new rep complete before their first real call?

10/05/2026

You shouldn't be the one teaching every new rep the basics.

Most organizations spend at least 5 hours with each new rep or onboarding class. More often it's 10, 20, or 30+ hours, repeating the same information: the company, the industry, the sales process, the products and services, the sales tech.

Then the next class starts, and you do it all again.

Onboarding should take time. The problem is that leadership is personally delivering information that never changes.

The math gets worse from there. If you need to recruit four reps to get one to stick, three of them walked away with hours of your time.

The informational side of onboarding should be built once and automated. When we build a custom new hire training university with clients, it typically saves leadership 10–20+ hours per onboarding class. Technical sales models can save more.

This week, list every topic you explained to your last new rep. Anything that doesn't change from rep to rep should be a recorded module, not a meeting on your calendar.

Need help recruiting and onboarding a commission-based sales team without draining your leadership time? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

How many hours did your last new rep take from you during onboarding?

Address

151 E 5600 S #112
Murray, UT
84107

Opening Hours

Monday 9am - 6pm
Tuesday 9am - 6pm
Wednesday 9am - 6pm
Thursday 9am - 6pm
Friday 9am - 6pm
Saturday 9am - 1pm

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+19499330543

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