SRU

Recruiting for commission sales is a volume game. Full stop.

Most business owners treat it like a one-on-one courtship. That's why their pipeline stays empty.

Here's how it actually works:

Get candidates into a group setting first. Sell them on you, the vision, the industry, why it's recession-proof, the company story, the growth plan, and what leadership advancement looks like.

Some will say "heck yes." Some won't. That's the point.

The ones who are still in — move them to one-on-ones and close them out. Push them into onboarding. If they show up, great. If they follow the process, even better. If they don't, cycle them out and run it back.

Stop trying to convince every candidate. Start building a process that filters the right ones in and moves the wrong ones out fast.

Map out your recruiting stages this week — group interview, one-on-one, onboarding — and treat each one like a funnel, not a favor.

Want help building that process from scratch? https://getsru.com/democall

What's the biggest bottleneck in your current recruiting funnel?

Most new reps fail in month one because they don't trust the system.

Not because they lack talent. Not because the leads are bad. Because they start improvising before they've earned the right to.

Here's what works: tie their success to the system before day one.

In recruiting, you tell them exactly what month one, two, and three look like — 2 deals, 4 deals, 8 deals. You paint the ramp. Then in onboarding, you reinforce it: follow every task in the first four weeks perfectly, and you'll hit exactly what we promised.

Then you back it with a bonus. First month minimum hit? $2,000 on top of commissions.

Now they're not just following a checklist — they're chasing a reward that proves the system works.

Do this today: map out a three-month ramp target for your next hire, and attach a bonus to month one compliance — not results. Compliance.

What does your current onboarding do to keep new reps on the system when doubt creeps in?

Ready to build this into your sales operation? Start here: https://getsru.com/democall

Most sales reps don't fail because they lack hustle. They fail because nobody closed the feedback loop.

There are three things a rep actually needs to get good: information, practice, and coaching on real conversations.

The first two are trainable. The third is where most companies drop the ball.

Here's what that looks like in the field: a new door-to-door rep is out there grinding through the learning curve — knocking, pitching, objecting — and getting zero feedback on what's actually happening in those conversations.

The fix isn't hiring more managers. It's building a system.

Today's tech lets you automate all three: deliver information on demand, run AI-powered role play, and have reps record live calls to get graded feedback without you listening to every conversation yourself.

Your leadership team stops drowning in repetitive coaching. Your reps close the gap faster. Everyone wins.

Do this today: Have your reps record one real sales conversation this week. Review it together. You'll find the leak immediately.

What's the biggest bottleneck in your current rep development process — information, practice, or feedback?

If you want a system that handles this end to end, grab time here: https://getsru.com/democall

Nobody joins a commission-only sales role for the job.

They join for what the job becomes.

When you're recruiting for a straight-commission or door-to-door model, the day-to-day opportunity gets someone to the table. But it's the future opportunity that gets them to sign.

If a candidate walks out of your process thinking, "This is a solid gig right now," you lost them to the next offer.

If they walk out thinking, "This company is going somewhere and I want to be on that team," you just hired someone motivated.

One example: "We're scaling from $3M to $30M over the next 3 years. The people in the room right now are the ones who build that." That's not hype — that's a vision worth betting on.

Do this today: Add one forward-looking statement to your recruiting pitch. Where is the company going, and what does that mean for the rep who grows with you?

What does your current recruiting pitch say about where you're headed? Drop it below — I'll give you honest feedback.

If you want help building a recruiting process that actually converts, grab some time here: https://getsru.com/democall

Your CRM isn't the problem.

Your sales stages are.

Many founders look at their pipeline and assume the issue is that reps aren't updating deals correctly.

But here's the question:

Has anyone clearly defined what each stage actually means?

What qualifies a lead as qualified?

What has to happen before a deal moves to proposal?

When does a prospect move from consideration to active opportunity?

I worked with a sales team that constantly argued about forecast numbers. Every rep believed their pipeline was accurate. The problem was that each person was using different definitions for the same stages.

The CRM wasn't broken.

The process was.

When sales stages aren't clearly defined, pipeline data becomes unreliable. Forecasts become guesswork. Coaching becomes reactive. And leaders lose visibility into what's really happening.

Defined sales stages create consistency. They turn your CRM from a contact database into a management system that helps you make better decisions.

Here's something you can do today:

Ask every salesperson on your team to define each stage in your pipeline. If the answers aren't identical, your data is probably less accurate than you think.

If you'd like to discuss building a sales process with clear stages, accurate forecasting, and better visibility, schedule a conversation here: https://getsru.com/democall

Which sales stage creates the most confusion on your team right now?

You don't have a sales team problem.

You have a lead generation problem.

Many founders build their first wave of growth through referrals, personal relationships, and their own network.

And that's perfectly fine—until they start hiring.

That's when the cracks start to show.

I worked with a company that hired several sales reps expecting revenue to increase. Instead, performance dropped. The reps weren't struggling because they lacked talent.

They simply didn't have enough opportunities to work.

The founder had spent years building relationships that generated consistent business, but there was no lead generation system that new hires could plug into.

The result? More salespeople competing for the same limited pipeline.

Before you scale a sales team, you need a lead system that meets three requirements:

It's proven.

It's profitable.

And it's scalable beyond the founder.

Because if your lead flow only works when you're personally involved, you don't have a growth engine. You have a bottleneck.

Here's something you can do today:

Calculate how many qualified opportunities each sales rep needs every month to hit quota. Then compare that number to your current lead generation capacity. The gap will tell you whether you're ready to hire.

If you'd like to discuss building a lead generation system that supports predictable sales growth, schedule a conversation here: https://getsru.com/democall

What's been harder for your business: finding great salespeople or generating enough qualified opportunities for them?