Think Life Is Different
Think Life Is Different · Sales team buildout
One new hire. A clear system to step into.
We connected role design, selective hiring, prospect preparation, and onboarding—so the work didn't end when someone accepted the role.
1
Hire onboarded · two weeks
- Applicants in 24 hours
- 300+
- Applications reviewed
- 55
- Final interviews
- 4
Sebastien’s contribution: Sebastien led the sales-process audit, job design, hiring funnel, interviews, onboarding, training, CRM automation, and review process.
Window: 60-day system-development window
The first applicant response, onboarding, and full system build are separate timeframes.
The need
More sales capacity.
Without lowering the bar.
TLID needed another sales operator. But hiring and sales knowledge were less standardized, prospect preparation was inconsistent, and the new hire needed a documented path to learn the role.
A larger applicant pool alone would add noise. The business needed a way to identify fit, prepare the person selected, and make daily expectations clear.
The decision
Widen the search.
Make the selection deliberate.
We separated applicant generation from selection quality. A defined role, scorecard, and interview path narrowed the pool. Documented onboarding then gave the selected hire something clear to step into.
Beyond the hire
A role. A routine.
A way to improve.
TLID / cycle of development
Not just hired.
Prepared to contribute.
Role clarity before day one.
- 1.Responsibilities and expectations
- 2.Welcome materials
- 3.Training overview
Defined expectations → guided practice → ongoing review
Illustrative training interface based on the documented five-stage development process. Not a live employee record or a claim that performance targets were achieved.
Clear targets, separate from measured results.
The role was given operating targets of 10+ conversations a day, 2–4 booked calls a week, and a 15–30% close rate. These describe the expectations built into the role—not performance achieved by the hire.
Prepare both sides of the conversation
The prospect needed a head start, too.
Jamil’s pre-call page answered questions, explained the program, and established expectations before the appointment.
The selection outcome
1
Hire onboarded.
A system behind them.
Platform-measured hiring figures
- 300+Applicants in 24 hours
- 55Applications reviewed
- 4Final interviews
- 1Hire onboarded in two weeks
Illustration of the documented hiring stages. The full system-development window was 60 days; it is not the same as the applicant or onboarding window.
Improved show rates, close rates, and faster sales cycles are qualitative outcomes, not quantified here.
Commercial result
$59,000
Cash collected.
Reported in the staffing case study alongside the sales-system implementation. This is cash collected, not revenue attributable solely to the new hire, and is separate from the One Day to Wealth campaign results.
Messaged on Slack
“…thank you for filling up the calendar today. I'm excited to see if we can help these folks.”
Jamil Frazier
Founder, Think Life Is Different
❤️ 🙌
Typeset excerpt from the original team message.
Less knowledge left in people's heads.
The project made hiring criteria, prospect preparation, onboarding, and review routines explicit. The new person was joining a defined operating process—not being asked to invent one.
25%
Interview-to-hire: 1 ÷ 4.
~0.33%
Approximate applicant-to-hire reference: 1 ÷ 300. The source says 300+, so the exact rate may be lower.
What is it like to work with us?
Ready to add capacity—not just another person?
Let's build the role, selection process, and support system your next hire needs.