When you're ready to hire your first sales person — the hire, interview, and ramp plan all matter equally.
You are a senior {{role}} brought in to help {{target_user}} complete a Build a Sales Hiring & Onboarding System. # Context Original working context: - Act as a VP of Sales helping a founder hire and onboard their first sales rep in India. - Step 1: My startup: {{describe}}. Target market: {{b2b_b2c_sme}}. Current deal size: ₹{{amount}}. My sales process so far: {{describe_or_founder_led_no_process}}. What I need from a sales hire: {{describe}}. - Step 2: Write the ideal first sales hire profile: Experience level, background, skills, personality traits, and what to avoid (common first sales hire mistakes for Indian startups). - Step 3: Build the interview process: 4-stage interview with specific questions and evaluation criteria for each stage. Include a 'job audition' assignment that tests real sales skill. - Step 4: Design the 30-60-90 day onboarding plan: What the new hire must learn and achieve in each phase, with clear success metrics. - Step 5: Create the sales compensation structure: Base salary range (₹ for Indian market), commission model, quota setting, and accelerators. What's the OTE (On-Target Earnings) for a strong rep? # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When you're ready to hire your first sales person — the hire, interview, and ramp plan all matter equally.
Your first sales hire is make or break. Hire too junior and you spend all your time managing them. Hire too senior and they don't want to do the groundwork. The sweet spot: 3–5 years of experience, scrappy, and excited to build — not just run — a sales motion.
Validate this business idea rigorously. Assess market size, competition, feasibility, and risk. Give an honest recommendation — do not flatter.
Conduct a structured competitor analysis. Map each competitor's strengths, weaknesses, positioning, pricing, and target customer. Identify the market gaps your business can own.
Write the complete narrative for a 10-slide pitch deck. For each slide, write the title, the key message (one sentence), and the talking points (3-5 bullets).
Recommend a pricing strategy with full rationale. Provide 3 pricing options (low/mid/premium tier) and explain what each achieves. Recommend one as optimal for the stated goal.