You nominate
Name a hungry junior (typically 21–30) from your network. The existing relationship creates real sponsor accountability from day one.
rethinQ Sales U · The Sales Talent Incubator
You know a hungry junior. We turn them into pipeline.
Nominate someone with drive from your own network. We run the bootcamp, the systems, and the coaching for 6–12 months — while they build pipeline exclusively for you. Dedicated outbound, without the headcount risk.
The Problem
The junior isn't the gap. The scaffold is.
- 01
You spotted the talent — now what?
You know someone hungry and coachable. But turning raw drive into booked meetings takes a curriculum, a system, and daily reps you don't have time to run.
- 02
A full-time SDR hire is a big bet
Salary, ramp, tooling, management — all committed before you know if the person or the motion works. Most entry-level sales bets are made blind.
- 03
Agencies give you bodies, not owners
Pooled reps with no stake in your outcome drift off-ICP fast. The accountability that makes outbound work just isn't there.
"Most leaders can name a hungry junior they'd vouch for. Almost none have the time or infrastructure to coach them into a producing rep."
The bet behind Sales UHow It Works
Nominate. Screen. Train. Decide.
Sales U becomes the bootcamp plus performance scaffold. You bring the candidate and the sponsorship; we bring the curriculum, the tooling, and the accountability.
1
2
We screen
We assess baseline skills, coachability, and persistence against a standardized rubric — a shared go/no-go before anyone starts.
3
We train & manage
For 6–12 months your rep builds pipeline exclusively for you, under continuous rethinQ coaching, QA, and a contracted SLA.
4
You decide
At the 6- and 12-month gates you review the results and choose: continue, convert to a full-time hire, or exit — cleanly.
The Economics
Clean alignment. Clear ownership.
Every dollar has a defined purpose. Two revenue lines work together: a fixed fee that funds the build, and a commission share that ties our return to what your rep actually produces. We only earn our share when the rep produces — so our upside is bolted to your pipeline.
1You fund
The rep's base
You fund a fixed base earmarked entirely to the rep — guaranteed pay that keeps them motivated while the commission upside is shared.
$40k–$60kClient-funded · 100% to rep
2rethinQ earns · line 1
A fixed program fee
We retain 10% of the base for the curriculum, management, QA, and tooling. This funds the cost of building your rep — independent of any single month's numbers.
10%Of base · mgmt & tooling
3rethinQ earns · line 2
A commission revenue-share
We share in the commission your rep earns — starting at 50% and stepping down as you commit to a deeper retainer. The rep is always paid their full commission; our share is settled per the retainer.
50→30%Of commission · by tier
4You convert
A clean path to full-time
If the prove-out works, convert your rep to a permanent hire for a fixed buyout — a pre-vetted employee with no guesswork.
$5k–$10kFixed conversion buyout
Launch
rethinQ 50% · Rep 50%
Single rep, lighter-touch cadence
Scale
rethinQ 40% · Rep 60%
Full coaching + QA intensity
Embed
rethinQ 30% · Rep 70%
Deepest integration / extended term
The more you commit, the more your rep keeps — and the smaller our share. Commitment is rewarded, and the share ends entirely once you convert the rep to full-time.
The result: a repeatable "prove before you hire" channel that de-risks your entry-level sales bets — with rethinQ earning only when your rep produces.
Percentages and figures shown are illustrative and set per engagement. The rep is always paid full commission through your comp plan; rethinQ's tier share is settled separately per the retainer agreement.
The Program
Ramp. Production. Prove-out.
We build the foundations before we push for volume — then measure relentlessly against a contracted SLA.
Weeks 1–4
Ramp
ICP definition, messaging and objection handling, CRM hygiene, call blocks, and daily rhythm — built specifically for your buyer.
→ Ramp scorecard + live playbook
Months 2–6
Production
Quota-bearing outbound: daily targets, SQLs against an agreed definition, and pipeline created — under weekly coaching and QA.
→ Weekly KPI reports + monthly reviews
Months 6 & 12
Prove-out
A clear, evidence-based decision gate against the SLA. You choose to continue, convert the rep to full-time, or exit.
→ Continue · convert · exit
Who It's For
Built for leaders ready to prove before they hire.
Validated ICP, under-invested outbound
You have product-market fit and commission upside, but no time or system to build a real outbound motion.
Founder-led or lean sales teams
Leadership is still carrying pipeline generation personally and needs leverage without a permanent hire.
A junior you'd vouch for
You can name a specific hungry candidate from your network — you just can't coach them into a producing rep.
A "prove before you hire" mindset
You want to de-risk an entry-level sales bet before committing to permanent headcount and full ramp cost.
The Difference
An incubator — never staffing.
The fastest way this model fails is drift into a body shop. So the guardrails are contracted, not aspirational.
01
Scope stays yours
Your rep builds pipeline strictly for you. No shared book, no pooled labor, no reassignment to another client.
02
Outcomes are owned
Contracted SLA and KPIs — dials, meetings, SQLs, pipeline created — with weekly reporting and a named owner for every metric.
03
Sponsorship is the engine
You join weekly deal review, keeping the rep anchored to real product-market fit — and QA enforces ICP discipline throughout.
"We assess before we advise. We measure before we build. We stay until it sticks."
Get started
You already found the talent. Let's prove it out.
Bring us the junior you'd vouch for. We'll bring the bootcamp, the systems, and the accountability — and give you dedicated pipeline without the headcount risk.
[email protected] · 1-855-rethinQ (738-4467)
[email protected] | 1-855-rethinQ (738-4467)
Stay curious & rethinQ your potential.
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