QuitCode: Sales Hire + Prospecting System Built in 3 Months

Client: QuitCode

Teams Involved: C-Level, Recruitment, Sales, Marketing

Engagement Scope: Sales Hiring → Onboarding → Outbound System Setup (LinkedIn)

Timeline: 3 months (1 month hiring + 2 months onboarding & system launch)

Quick Feedback

Roman Sydorak CEO, QuitCode:

“Sales Label Consulting didn’t just help us hire a salesperson, actually they built clarity around who we need, validated candidates with a structured process, and then turned that hire into a working outbound system within weeks. We moved from zero structured sales to a functioning pipeline much faster than expected.”

Context

QuitCode needed to build an outbound sales function from scratch, starting with hiring the right salesperson and ensuring that this hire would quickly become productive.

The challenge was not just recruitment but:

• Lack of clarity on who exactly to hire
• No structured sales role definition
• No existing outbound system
• Risk of hiring a “good profile” but poor real performer

The goal was to avoid a common scenario:

Hiring first → figuring out what to do later → losing 3–6 months

Goals

• Define a clear Sales Role Profile aligned with QuitCode’s GTM
• Build a repeatable hiring system, not ad-hoc interviews
• Identify and hire a high-fit Sales/BDM within 30 days
• Onboard the hire into a structured sales process
• Setup prospecting as a fastest sales approach to get results
• Launch LinkedIn outbound as the first scalable channel
• Achieve first pipeline signals within 90 days

What We Did

Stage 1 — Sales Role Design & Hiring System (Month 1)

1) Sales Role Definition Framework

We clarified:

• Ideal candidate profile (experience, deal type, sales motion)
• Role responsibilities (full-cycle vs partial ownership)
• Success criteria for the first 90 days
• Required competencies (qualification, outbound, ownership mindset)

2) Recruitment System Setup

We provided a structured hiring approach:

• Where to source candidates (LinkedIn, platforms, networks) 
• How to filter profiles (ICP-style candidate filtering)
• Interview structure:
  • Screening
  • Deep interview
  • Practical validation (case / role-play)

3) Candidate Funnel Execution in numbers

• 25+ active candidate profiles reviewed 
• 8 structured interviews conducted by Sales Label Consulting
• Shortlist of high-fit candidates created
• 1 Sales Manager hired

Key focus:

Not “best CV” → but best execution capability identified by roles plays during inteviews

Stage 2 — Onboarding & Sales System Foundation (Month 2)

1) Sales Onboarding Framework

We onboarded the new hire with a structured plan:

• Company & services understanding
• ICP and positioning clarity
• Sales process and qualification standards
• CRM and workflow setup

2) Sales Process Setup

We implemented:

• Clear pipeline stages (Lead → SQL → Discovery → Proposal → Close)
• Qualification criteria (ICP, problem, urgency, feasibility)
• CRM discipline and deal tracking

3) Discovery & Sales Execution Training

• Call structure and frameworks
• Objection handling
• Internal alignment with delivery

Stage 3 — LinkedIn Outbound System Launch (Month 3)

1) Outbound Strategy Design

• ICP segmentation
• Messaging hypotheses
• Outreach structure (connection → follow-ups → conversion)

2) LinkedIn Outreach Setup

• Profile optimization
• Campaign structure
• Daily activity model

3) Campaign Launch & Iteration

• First campaigns launched
• Messaging tested and refined
• Initial pipeline signals generated

Results (First 3 Months)

• 1 Sales Manager hired within 30 days
• 25+ candidates reviewed, 8 interviews conducted
• 100% structured hiring process implemented (from zero)
• Full onboarding completed within 60 days
• LinkedIn outbound channel launched from scratch
• First outbound conversations and pipeline signals generated

Why It Worked

1) Role clarity before hiring

Most companies fail because they hire before defining the role. Here, we built clear expectations first → then hired.

2) Structured hiring instead of intuition

• Defined evaluation criteria by own HAIRE framework from Sales Label Consulting
• Very structured briefing and education from SLC to recruitment team
• Real validation of candidates (not just interviews)
• Focus on execution, not background of candidate (role plays)

3) Onboarding as a system, not “shadowing”

The hire didn’t “figure things out” they followed a clear onboarding structure with milestones.

4) Immediate transition to execution

We didn’t stop at hiring → we moved directly into:

• pipeline building
• outbound launch
• real activity with expected KPIs

5) System over individual

Instead of relying on one salesperson, we:

• defined process
• defined ICP
• defined outreach system
• started execution

What’s Next

• Scale outbound volume (LinkedIn + Email)
• Setup conference activities in Europe/US
• Improve conversion rates (reply → meeting)
• Introduce signal-based outreach (Clay + intent data)
• Expand ICP segments and test new hypotheses
• Build forecasting and pipeline predictability

Client Feedback