── PLAYBOOK · LEADERSHIP

Ramp a new rep to quota, fast

New hires take a quarter to contribute, and half that ramp is already lost before day one because nobody defined the job. Turn a req into a ramp that ends in quota.

Install the whole playbook ↓

[ BUILT GTM ]

Ramp a new rep to quota, fast

Solvethe problem worth solving

Problem · 01Leadership

New hires take a quarter to contribute, and half that ramp is already lost before day one because nobody defined the job.

Turn a req into a ramp that ends in quota.

Stackthe workflow, box by box

Claude01

Turn a GTM opening into a scorecard before you post it.

Define the outcomes and score the hire before you post it.

Connect to analyze

Claude02

Turn a start date into a ramp that ends in quota.

Turn the start date into a certified 30/60/90 ramp.

Connect to analyze

Salesforce03

Walk into every 1:1 with the gap already found.

Once she's past the cert gate and carrying full pipeline, read her early activity against the team pattern for a gap the 30/60/90 milestones would not catch.

Powers up with

Splithow control passes: agents branch left, humans right

HUMAN + AI, IN THE LOOP

How control passes.

AgentsHuman

Agent01

Turn a GTM opening into a scorecard before you post it.

Claude runs it.

Agent02

Turn a start date into a ramp that ends in quota.

Claude runs it.

Agent03

Walk into every 1:1 with the gap already found.

Salesforce runs it.

The skills run the work. You stay in the loop on the calls that need judgment.

Outputwhat the workflow produces

OUTPUT · 01

A scorecard before the hire

OUTPUT · 02

A certified 30/60/90 ramp

OUTPUT · 03

Coaching once she's carrying full pipeline that catches a gap the milestones alone would not

Outcomethe result it drives

OUTCOME · 01

The full turnaround

Rebuilt GTM around workflows instead of headcount, every rep's number up.

Built GTM

── 01 / WHY RUN IT

RUN THIS AND YOU CAN

✓A scorecard before the hire

✓A certified 30/60/90 ramp

✓Coaching once she's carrying full pipeline that catches a gap the milestones alone would not

── 02 / THE RUN, STEP BY STEP

The workflow that solves it, one step at a time.

Each step is the plain question you are already asking. The skills answer them in order, one handing its receipt to the next.

1✓ TESTED

Turn a GTM opening into a scorecard before you post it.

The outcomes the role must hit, the competencies that predict them, questions per competency, and a shared rubric.

YOU GETThe outcomes, the competency set, the interview questions, and the rubric.

POWER IT UP

OPEN THE SKILL →

2✓ TESTED

Turn a start date into a ramp that ends in quota.

A 30/60/90 with milestones, a certification bar before full load, and the manager touchpoints that catch a slow ramp early.

YOU GETThe 30/60/90 gates, the certification bar, and the manager touchpoints.

POWER IT UP

OPEN THE SKILL →

3✓ TESTED

Walk into every 1:1 with the gap already found.

Turns rep data into a specific coaching priority per person, plus the team-level pattern underneath them.

YOU GETThe per-rep gap logic and the team-pattern rollup.

POWER IT UP

OPEN THE SKILL →

WHERE YOU LAND

A scorecard before the hire, a certified 30/60/90 ramp, and coaching once she's carrying full pipeline that catches a gap the milestones alone would not.

EVERY STEP, TESTED AND PASSED

EVAL RESULTPASS4/4 dimensions

HOW WE EVAL →

✓Skills resolve

✓Structure + proof

✓Example chat

✓Quality judge

All 3 chained skills resolve to real, scored skills.
Has a problem, an outcome, 2+ steps, and proof from a real build.
Ships an example chat showing the play run in Claude.
Reads in plain operator voice, grounded in a real build.

Last eval run 2026-08-05

DEEP EVAL · PASS

THE STANDARD →

We did not just check the structure. A judge read this play against the full text of every skill it chains (composition), then ran it on a real scenario end to end (simulated). It passed both. Test scenario: Jordan, a Sales Manager, is opening a Mid-Market AE req, needs a scorecard before posting, a ramp for the new hire's two-week start date, and a coaching read once she's past ramp.

── 03 / SEE IT RUN

Watch the skills answer in order.

Describe your situation in plain language. The right skill fires on its own and hands its receipt to the next.

EXAMPLE CHATJordan, Sales Manager, running the loop in one sitting

We're hiring an AE. Before I post it, what does good actually look like for this role?

Step 1· Hiring Scorecard

I turned the opening into the outcomes the role has to hit, the competencies that predict them, questions per competency, and a shared rubric so the panel scores the same way.

Receipt

4 outcomes, 6 competencies, interview questions each, and a shared 1-4 rubric.

She starts in two weeks. Build me a ramp that ends in her hitting quota, not just showing up.

Step 2· Enablement Plan

Here's a 30/60/90 with real milestones, a certification bar before she carries full pipeline, and the manager touchpoints that catch a slow ramp while you can still fix it.

Receipt

30/60/90 with a certification gate at day 45 before full pipeline load.

She's ten weeks in, past the cert gate and carrying full pipeline. How's she tracking now, and where do I step in?

Step 3· Coaching Analyst

Now that she has a full pipeline to read, I compared her activity and deal data against the team pattern and pulled the one gap the 30/60/90 milestones would not have caught.

Receipt

On pace on activity, but discovery is thin against the team median; one coaching priority set for Friday's 1:1.

── 04 / SEE IT IN PRODUCTION

Before you run it, I ran it for real.

This workflow is genericized from a real build. Here is the number it moved, and what I actually did.

THE BUILD · AI-NATIVE GTM

A mid-stage B2B SaaS

win rate. Twice as many of the same conversations became deals

$1M+

product-led pipeline in 6 months, a channel built from zero

1.5x

average deal size. Half again bigger, same seller

~2x

new-business revenue, on a far leaner engine

WHAT I DID ›

Owned the full commercial number. New business, retention, and expansion across SDR, Sales, and Customer Success, unified so what a rep learns in the deal reaches the CSM and expansion compounds instead of leaking.

Made retention proactive. An expansion and churn-risk model that flags accounts before they slip. Held gross retention at 100% and grew net revenue retention to 125%, cohort-based, on household-name accounts already on the product.

Rebuilt the ICP on who actually buys. More than a thousand customer and prospect calls, pressure-tested against won and lost deals. Reps stopped chasing good-looking accounts that never close, and deal sizes and win rates both climbed.

Rebuilt GTM for the AI era, from headcount to workflows.

See the full story →

05 / INSTALL THE WHOLE PLAYBOOK

One plugin. 3 skills, bundled.

The whole playbook installs as a single plugin in Claude Code, no copy-pasting 3 times. Or grab any single step above. It runs on what you paste; connect your stack to go live.

OR KICK IT OFF IN CHAT

“Here is my situation: [describe your workflow or account in a sentence or two]. Walk me through Ramp a new rep to quota, fast step by step, and run each skill as we go.”

── GET THE NEXT PLAYBOOK

Ramp a new rep to quota, fast

Ramp a new rep to quota, fast

New hires take a quarter to contribute, and half that ramp is already lost before day one because nobody defined the job.

A scorecard before the hire

A certified 30/60/90 ramp

Coaching once she's carrying full pipeline that catches a gap the milestones alone would not

The full turnaround

The workflow that solves it, one step at a time.

Watch the skills answer in order.

Before you run it, I ran it for real.

One plugin. 3 skills, bundled.

One runnable workflow a week. Free.