Most founders don't know if a new rep is on track until it's too late. You hire someone, give them a ramp period, and check back in 60 or 90 days to see how they did. By then, you've already lost weeks of production — and if they're not working out, you're starting the search over. The fix isn't waiting to see results. It's reverse-engineering the ramp from the finish line. Start with the on-track earnings goal for the role — say $5K/month by day 90. Work backward: maybe that means 2 sales in month one, 4 in month two, 6 in month three. Then break each month into weekly benchmarks across the first 12 weeks. Now you know in week 2 whether someone's on pace, not week 10. Take your comp plan's on-track earnings number and map it backward into weekly sales benchmarks for the first 90 days. Need help recruiting and scaling your commission-based sales team? Schedule a Sales Recruiting Planning Call: getsru.com/application How do you currently know if a new rep is on pace in th...