Designed for your number, hired against a scorecard, ramped in ninety days, measured from day one, fed by a lead engine and run to an agreed standard before it is handed to your leader. Bought module by module, in the order that works.
Design before hiring. We assess, your HR sources. Transfer when your leader has run it without us for thirty days.
Hire two people who “know the industry”, hand them a target, hope. Six months later the founder is still closing every deal and the team has become a cost. A sales team is a system before it is a group of people — the roles, the competencies, the way you hire, the way you induct, the numbers you hold people to, and the leads you feed them. We build those parts in that order, then run the team until it meets a standard you signed off before anyone was hired.
Sales Team Build installs the people and the operating rhythm for businesses that do not yet have a team to certify. Once the team exists and has a method, the Sales Success Playbook codifies it and the Sales Academy keeps it certified.
Modules are bought individually, but the sequence and prerequisites are fixed — the same logic as system before skills. Every build starts with the Blueprint, which says which modules you need and in what order, and is credited against the ones you buy.
Revenue math (target ÷ realistic quota ÷ ramp = heads), the coverage model by segment, territory and channel, an assessment of any existing sellers, a build roadmap with sequencing, a risk register and draft success criteria. You leave with the Blueprint document, a module recommendation in order, and the standard we will be held to.
Role architecture (SDR or BDR, account executive or field sales, key accounts, sales ops, manager), spans of control, an org chart for now, six and twelve months, the hiring sequence, a compensation structure with fixed-variable ratio and incentive principles, a capacity model and the cost of the team against the revenue plan. Deliverables: Manning Plan, Role Cards, Comp & Incentive Framework, Hiring Calendar.
Role-wise knowledge, skills and behaviours at three or four proficiency levels, anchored in your sales motion and your top performers where they exist. Behavioural indicators, assessment rubrics, a career ladder and the certification standard the Academy later uses. Deliverables: Competency Dictionary, Role Profiles, Assessment Rubrics & Scorecards, Career Ladder.
We write the job descriptions and scorecards, the employer pitch and a sourcing brief for your HR or agency, and design the process: screen, sales simulation, panel, reference. We run the assessment round, score every finalist against the M2 rubrics, write a decision memo per finalist, guide the offer and run a 30-day check-in. Sourcing, scheduling, offers and paperwork stay with you. Requires M1 and M2.
A Day-0 kit, a 30/60/90 plan per role, product, market, pitch and CRM training, a shadowing schedule, the first-deal path, weekly ramp check-ins and Day-90 certification. If no playbook exists yet, a Playbook Lite gives the first cohort its conversation kit. Requires M2.
A KPI tree by role with leading and lagging measures, quota and target setting, activity standards, target letters, a dashboard, the cadence — daily huddle, weekly pipeline review, monthly one-to-one, quarterly review — and performance management with ramp expectations and improvement-plan triggers. Requires M1.
The Outreach Engine built for the team rather than the founder, plus lead-routing rules, a named-account business-development list, a partner and referral channel plan and inbound capture. New hires start with pipeline in week one instead of month four. Can run first.
An embedded Sales Head, in our Sales Head On Demand mode, or a Fractional Sales Director runs the cadence and works live deals alongside the team: deal reviews, coaching against the competency framework, pipeline discipline, the second hiring wave. Then transfer to the leader you hire or develop, assessed with M2 and M3. Complete when that leader has run the rhythm without us for thirty days. Requires M5.
Lighthouse is not a recruitment agency: no placement fee, no sourcing SLA, no incentive to fill a seat quickly rather than well. Here is who does what.
These are the defaults. They are finalised for your business in the Blueprint and become the exit criteria for Operate & Transfer — not marketing claims, and not a revenue guarantee.
Alongside the six metrics every Lighthouse engagement carries — qualified pipeline, win rate, cycle length, ramp time, forecast accuracy, founder dependency — the build itself is measured on the numbers that show the team is being built well.
Days from sourcing brief to an assessed shortlist.
Finalists who clear the sales simulation against the rubric.
Days from joining to first independent outcome, by role.
Sellers at Level 2 or above on the competency framework.
Qualified pipeline as a multiple of quota, per seller.
Committed versus landed, month on month.
“We have no sales team.” The default path: six to nine months from Blueprint to transfer.
“We have a leader; we need people who can sell.” Three to five months.
“We have a team; it doesn’t perform.” Four to six months.
“We have two sellers and no leads.” Three to four months.
Because modules without a design are how the last sales-hiring spree failed. The two-week Blueprint turns your revenue target into headcount, coverage and a build roadmap, and sets the success criteria we will be held to. Its fee is credited against the modules you go on to buy.
We design and assess; your HR team or agency sources. Lighthouse writes the job descriptions, scorecards and sourcing brief, designs the interview process, runs the sales-simulation assessment round, scores every finalist and writes the hiring decision memo. We are not a recruitment agency and charge no placement fee.
Then the Blueprint doubles as a current-state assessment and you buy only the modules you are missing — most often the competency framework, KPIs and operating rhythm, and a period of embedded leadership. That is the Professionalise bundle.
Six to nine months from Blueprint to transfer, depending on hiring waves and ramp targets. Hire & Ramp runs three to five months; Professionalise four to six; Pipeline First three to four.
In the Operate & Transfer module an embedded Sales Head — our Sales Head On Demand mode — or a Fractional Sales Director runs the cadence and works live deals alongside the team, then transfers to the leader you hire or develop. Transfer is complete when that leader has run the rhythm without us for thirty days.
No. What we commit to is a defined standard for a successful team — strength, certification, pipeline coverage, ramp, forecast accuracy, founder dependency, retention and a leader in place — agreed in the Blueprint, reported monthly and checked at exit.
The Sales Leak Audit is a fixed fee with no variation for scope, credited in full against the Sales Success Playbook if you proceed within ninety days. The Playbook is a fixed-scope, eight-week install, bought three ways — the audit on its own, the Playbook, or Playbook plus a ninety-day install. The Sales Academy is bought as cohorts, manager intensives, or an annual licence. The delivery modes run monthly for a defined term — two to six days a month for a Fractional Sales Director, one to three days a week for a Sales Head On Demand. The Sales Team Blueprint is credited against the modules you go on to buy. You will have a number after the twenty-minute call.
Tell us your revenue target and what selling looks like today. We will confirm fit and propose Blueprint dates within one business day.
Not ready to commit? Book a free 20-minute growth call instead.
The Sales Engine Scorecard is a 15-point self-audit across the six systems of a working sales engine. Six minutes. No call required.
Score your engine across pipeline, qualification, deal path, conversation, cadence and measurement.
25 copy-paste AI prompts for prospecting, objections, follow-ups and closing.
Are you B2G, B2E, B2SMB, B2M or B2PRO? Find your mix and what each buyer actually requires.
