How a VP of Sales Cloned Her Top Rep's Skills and Ramped New Hires in 6 Weeks
I run sales at a 50-person GTM team. Every quarter we hire a new squad of AEs, and every quarter we fight the same battle: how fast can they learn the plays that make our veterans unstoppable?
The answer used to be “three months of shadowing and guesswork.” Then we started recording our top reps’ workflows as Conductor skills. Now new hires run the same discovery calls, prospecting bursts, and follow-up cadences as our best performers in week one—and we hit quota 6 weeks faster across the board.
The Problem: Tribal Knowledge Doesn’t Scale
Here’s what onboarding looked like before:
- New reps watched call recordings without context
- Playbooks lived in Google Docs nobody updated
- Managers spent 10 hours every week answering “what should I do next?”
The result? Our top rep, Maya, booked 3.8× more meetings than the average new hire. We didn’t need more hiring budget—we needed to replicate Maya.
The Workflow: Capture, Package, Coach
I built a three-step enablement loop using Conductor.
Step 1: Capture High-Performing Workflows
Sit beside top rep during their best-performing task (outbound sprint, discovery, renewal)
Click “Record Skill” in Conductor
Talk through each action while execution runs (tab switches, prompts, CRM updates)
Save with a clear outcome label: "Maya — Trigger Event Follow-Up"
Tip: We capture both narrative (“why this step matters”) and system clicks. Conductor stores the full workflow, so new reps get guidance plus execution.
Step 2: Package Skills Into Ramps
Create Conductor Collections: Week 1, Week 2, Week 3
Assign 3-4 skills per week (research, outbound, deal progression)
Embed quick-win metrics inside each skill (meetings booked, pipeline created)
Outcome: Instead of a 40-page onboarding doc, reps see a checklist of skills they can trigger immediately with built-in guardrails.
Step 3: Coach With Data
Review Conductor analytics every Friday
See which skills fired, where reps paused, what fields went unfilled
Run 30-minute coaching sessions focused on real execution gaps
Why it works: Training conversations shifted from theory (“watch Maya’s call”) to specifics (“your follow-up email skipped the pain recap step—rerun the skill and personalize the first sentence”).
The Skill Stack We Run
| Skill | Outcome | KPI Target |
|---|---|---|
| "Outbound Blitz — Trigger Events" | 10 hyper-personalized emails in 25 minutes | 40% reply rate |
| "Discovery Call — MEDDPICC" | Structured discovery with timestamped notes | 90% of calls with exec sponsor identified |
| "Deal Acceleration — Mutual Action Plan" | Launches MAP template + timeline email | 80% of late-stage deals with shared plan |
| "Renewal Save — Health Check" | Surfaces product usage, NPS, open tickets | 95% renewal forecast accuracy |
The Results: Faster Ramp, Predictable Output
| Metric | Before Skill Library | After Skill Library |
|---|---|---|
| Time to first meeting booked | 18 days | 6 days |
| Quota attainment by week 12 | 42% | 78% |
| Meetings per rep (first 90 days) | 46 | 136 |
| Manager coaching time | 10 hrs/week | 4 hrs/week |
| Playbook updates shipped | Quarterly | Weekly |
We also hit 340+ meetings booked last quarter with a leaner SDR team because every new hire launches the same proven sequences from day one.
Operationalizing Updates
Playbooks get stale fast. Here’s how we keep the library sharp:
- Quarterly win reviews: We analyze closed-won deals and add new moments of truth to the skills.
- Signals from RevOps: If pipeline inspection finds a gap (missing MEDDPICC field, stalled opportunity), we bake the fix into the relevant skill.
- Peer-sourced improvements: Reps can fork a skill, test it for a week, then submit it back with a short Loom clip if results beat the benchmark.
Try This in Your Team
If you have one rep who’s crushing it, don’t write another PDF. Do this instead:
- Pick one workflow that drives revenue (trigger event follow-up, expansion renewal, enterprise discovery)
- Record it in Conductor with the rep narrating their thinking
- Package it with benchmarks and drop it into your onboarding sequence
- Review usage metrics weekly and coach off the recordings
Within a month you’ll see new hires executing at veteran level, and your managers will get their coaching time back.
About the author: Priya Desai leads Sales at a Series B infrastructure company. She previously built enablement at two unicorns and now focuses on replicating elite sales performance through repeatable skills and transparent coaching.