The Scout
Hire salespeople who actually perform. A bad hire burns payroll, pipeline, and months you don't get back.
Coming Soon
Sales Hiring Course
Resume looks great, interview goes well, and 90 days later – nothing. The Scout is the complete sales hiring system: where great salespeople actually are, the scoring rubric that predicts performance, role-play tests, the reference questions nobody asks, and the onboarding ramp that gets the hire productive fast.
Where They Are
The sourcing playbook - great sellers rarely answer job ads.
Tests That Predict
Role-play and scoring rubrics that separate performers from people who just interview well.
Day-1 to Solo
Onboarding that makes the hire pay off in weeks, not quarters.
Scroll the Course
The full The Scout experience: scroll-driven, 3D, engineered with AI by ATP. This is the standard your course will be built to.
The
Scout.
Bad sales hires cost $30K+ each. The Scout is the complete hiring system — where to find them, how to filter, how to interview, how to ramp — built from hiring hundreds of reps across 6 countries.
What to actually evaluate.
Hint: it's not the resume. The 7 traits that predict whether someone will hit quota in 90 days — and how to grade them numerically before any interview.
- The 7-trait hiring scorecard
- Why resumes lie
- Grading without bias
- The dealbreakers to filter pre-interview
Where great salespeople actually live.
Most aren't on LinkedIn searching. Most aren't on Indeed. Here's the playbook for finding the operators who don't even know they're looking yet.
- The 5 hidden sourcing channels
- Cold outreach scripts for passive candidates
- Your network as a recruiting engine
- When to use a recruiter (rarely)
The 4-stage process that surfaces red flags fast.
Most companies waste 6+ hours on a candidate before discovering they can't sell. ATP's process catches it in the first 30 minutes.
- Stage 1: 30-min screener (the killer 4 questions)
- Stage 2: deep-dive (career arc red flags)
- Stage 3: panel meet (cultural fit gauge)
- Stage 4: leadership final (offer or reject)
See them sell before you hire.
The single most predictive interview component most companies skip. Three role-play formats that reveal more than 5 hours of conversation.
- The Cold Call role-play
- The Discovery role-play
- The Objection role-play
- How to grade them objectively
References everyone is afraid to ask for.
The list of references you actually want — and how to get past the canned ones the candidate gives you.
- The 'back-channel' reference template
- Questions that surface real performance
- How to verify revenue claims
- When to walk away
Comp design that drives the right behavior.
The wrong comp plan loses you the hire (or worse, gets you the wrong hire). Here's how to structure offers that attract operators and weed out coasters.
- Base/variable splits that work
- Accelerators vs decelerators
- Stock vs cash vs guarantees
- The 'must-have' clauses
The 3-Day Onboarding Ramp.
Get them solo by day 3. Productive by week 2. Quota by month 2. The exact onboarding system from Sales DNA Module 4 — applied to your new hire.
- Day 1: full immersion
- Day 2: shadow and rep
- Day 3: solo with safety net
- Week 2: first deals
Why your best reps leave (and how to keep them).
Hiring is half. Retention is the other half nobody trains. The systems that keep top performers from being recruited away.
- The quarterly stay-interview
- Career paths that actually exist
- Comp ratchets at the right times
- When to let them go (yes, sometimes)
Join the Waitlist Now
Expected launch: August / September 2026. Founding members get first access and the best pricing we will ever offer. One email, no spam.