- Design and deliver structured Sales and Ops Bootcamps (immersive programs) for recent hires, covering product knowledge, sales and ops processes, systems, and restaurant and operations success practices.
- Develop role-specific onboarding journeys integrating classroom, simulations, and digital modules .
- Ensure time-to-productivity metrics for new hires are accelerated through bootcamps.
2. On-the-Job Training (OJT)
- Design and execute OJT plans for new hires, including call shadowing, joint field visits, and real-play exercises.
- Partner with new joiners to ensure structured feedback loops and coaching checkpoints during the first 60 days.
- Monitor OJT outcomes using clear productivity metrics (e.g., NPS, conversion ratios, incentives).
3. Ongoing Sales Capability Building
- Run periodic refresher sessions, workshops, and role-play simulations for existing teams.
- Run periodic assessments on sales products and processes and identify cohort level capability gaps and fix through training
- Curate advanced modules on consultative selling, objection handling, partner engagement, and upselling.
- Introduce gamified learning formats and learning contests to sustain motivation.
4. Coaching & Train-the-Trainer
- Provide individual and team coaching through field visits, led observation and constructive feedback.
- Build internal capability by equipping internal SMEs as Frontline coaches and Breakout mentors through train-the-trainer programs.
5. Measurement & Impact
- Define and track key onboarding and training KPIs such as bootcamp effectiveness, OJT productivity, long term learning adoption linked to talent density and business charter performance
- Share regular dashboards with Sales and Ops Leadership and HRBPs.
6. Business & Stakeholder Alignment
- Partner with Sales & Ops Leads to identify learning needs and align L&D; priorities with business goals.
- Work closely with internal faculty and external vendors to ensure delivery quality and scale.