Sales onboarding portal

The problem

Onboarding by apprenticeship has an obvious appeal and a hidden cost. What a new starter learns depends on who had capacity to teach them, so two reps hired a month apart receive materially different training, and nobody can say which parts either of them actually absorbed.

It also consumes the time of exactly the people you least want pulled off their own work.

What I built

A self-serve training portal with a defined curriculum. Modules unlock in sequence, each ending in a knowledge check that has to be passed before the next opens.

The sequencing is the point. Objection handling before qualification produces a rep who argues with the wrong people; the order encodes how the job is actually learned, not just what there is to know.

Curriculum over software

The application is deliberately modest: React and Vite, module content in structured data, assessments alongside. That was the right call, because the difficulty was never technical.

The hard part was deciding what a new rep genuinely needs in week one versus what a manager merely enjoys explaining. Most training material fails by being comprehensive: it covers everything, so a new starter cannot tell what matters. Cutting it back to what changes behaviour in the first fortnight took considerably longer than building the portal that delivers it.

What it gives a manager

Visibility, mainly. Where each starter is, what they have passed, what needs retaking, and whether the ramp target is still realistic. That turns onboarding from an anecdote into something a manager can actually act on before it becomes a problem.