A new sales hire's first quarter determines almost everything about their next two years. Most onboarding programs spend that quarter on product training and CRM logins, and wonder later why the rep never developed real judgment.
I run every new hire through the same five-part process I use myself, one I call TRUST: Tune In, Reflect and Understand, Uncover the Solution, Secure Commitment, Take Action and Follow Through. It is not a script. It is a sequence of judgment calls, and the first ninety days are for building the muscle memory to make those calls under pressure.
Week one is entirely about Tune In: sitting in on calls, saying almost nothing, learning to build rapport before a single feature gets mentioned. Weeks two through four move into Reflect and Understand: running discovery calls with a manager silently listening, being graded not on whether they pitched well but on whether they correctly named the prospect's real problem before offering anything.
Only in month two do reps start running full-cycle conversations alone, and even then, the goal for the first thirty deals is not to close the maximum number, it is to correctly predict which ones will close and why. A rep who can explain why a deal died is worth more long-term than a rep who closed it by accident.
By month three, the reps who stick are not the ones who memorized the pitch. They are the ones who can explain, in their own words, why the framework's order matters.