Josh Troy shares the exact system Curvion Blue uses to get new reps to quota quickly — without micromanaging or burning them out. Covers hiring filters, onboarding structure, the Big Three skill focus areas, and a clear framework for knowing when to coach versus cut.

Josh Troy, CEO of Curvion Blue, addresses one of the most expensive problems in any sales org: slow or failed rep ramp. He starts by quantifying the real cost of performance gaps, then moves into what to actually look for during the hiring process to select reps with genuine ramp potential. The onboarding section lays out how to structure the first 30–60 days to build competency without overwhelming new hires. The “Big Three” focus areas are introduced as the skill priorities that most directly accelerate time-to-KPI: discovery, pitch personalization, and closing sequences. The coaching section covers how to give feedback that actually sticks — including the mistake of overloading reps with too many corrections at once. Later sections detail which performance metrics to track at each stage of the ramp cycle and how to use them to forecast whether a rep will hit KPI. The video closes with a practical decision framework for knowing when to keep investing in a rep, shift to a coaching plan, or make a cut.