Account Executive Onboarding Checklist
Everything you need to onboard a account executive from Day 1 through their first 90 days. Customizable for your company size and work setup.
Last updated May 21, 2026 • By Pro Sulum • Free to use, no signup
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Day 1: Complete compliance requirements and establish the compensation and quota framework
- Complete employment documentation and I-9 verification — HR processes all required onboarding paperwork including payroll setup, benefits enrollment, and direct deposit. critical
- Review and sign compensation plan and quota agreement — Sales manager walks through OTE structure, quota amount, ramp terms, commission rates, and accelerators. New AE signs and retains a copy. critical
- Provision CRM access with appropriate territory and permissions — Sales operations activates CRM login with the new AE's territory, assigned accounts, and reporting structure configured. critical
- Provision sales engagement and communication tools — IT activates access to the sales engagement platform, LinkedIn Sales Navigator, video conferencing tools, and company email. critical
- Meet sales manager and full sales team — Introduction to all sales team members, sales operations, and key cross-functional partners in marketing and customer success. important
- Complete company overview and product vision training — Product or marketing team delivers a high-level overview of the company's product, market position, and ideal customer profile. critical
- Complete data privacy and confidentiality acknowledgment — New hire reviews and signs policies related to prospect data handling, competitive information, and customer confidentiality. critical
- Review 30-60-90 day ramp plan with sales manager — Manager walks through the formal ramp plan including activity targets, product certification milestones, and pipeline expectations. critical
Week 1: Build CRM proficiency and complete foundational product training
- Complete CRM training for pipeline management and activity logging — Sales operations delivers live CRM training covering opportunity creation, activity logging, contact management, and pipeline reporting. critical
- Complete product certification level one — New AE works through the first product training module and passes the certification assessment before beginning call shadowing. critical
- Complete first three structured call shadows — Listen to live or recorded discovery calls with experienced AEs and complete the structured debrief form after each one. critical
- Review ICP, buyer personas, and sales playbook — Study the ideal customer profile, key buyer personas, common objections, and the company's sales methodology documentation. critical
- Complete sales engagement platform training for sequences and cadences — Learn how to build and enroll prospects into outreach sequences, track engagement, and manage follow-up tasks. important
- Shadow a customer success manager on a client call — Observe a post-sale client interaction to understand the customer experience, common support needs, and retention dynamics. important
- Review competitive landscape and standard battle cards — Marketing or product manager reviews top three competitors, key differentiators, and how to handle competitive objections. important
- Set week-two activity targets with sales manager — Agree on specific outreach volume targets for emails, calls, and LinkedIn touches starting in week two. important
Month 1: Begin active prospecting and build early pipeline
- Complete pitch certification with sales manager — New AE delivers the full product pitch to the sales manager and receives a pass or targeted coaching feedback before presenting to real prospects. critical
- Complete first live discovery call with sales manager observing — New AE leads a real discovery call while the sales manager is present or listening in as a coaching exercise. critical
- Complete 30-day ramp check-in with sales manager — Review activity metrics, pipeline quality, and product knowledge gaps against the 30-day ramp plan targets. critical
- Complete product certification level two — Finish the advanced product training module covering technical integration questions, security and compliance common questions, and pricing packaging. important
- Meet two to three customers for informational conversations — Connect with existing customers (arranged by customer success) to understand how they use the product and why they bought. important
- Complete access to all reporting and forecasting dashboards — Confirm ability to run personal pipeline, activity, and forecast reports independently in the CRM. important
- Complete negotiation and pricing approval process training — Sales manager reviews how to handle discount requests, what pricing approval thresholds require manager sign-off, and how to use the pricing calculator. important
- Attend sales team forecast call as an observer — Participate in the weekly or bi-weekly forecast call to understand how deals are qualified, advanced, and discussed at the team level. important
90 Days: Achieve independent quota attainment and demonstrate pipeline development capability
- Complete formal 90-day performance review — Sales manager evaluates pipeline quality, activity volume, quota attainment against ramp targets, and deal progression from the first full quarter. critical
- Review pipeline coverage ratio and deal stage distribution — Sales manager and new AE analyze pipeline health to confirm sufficient coverage for the following quarter's targets. critical
- Close or advance first deal to late stage — The 90-day mark should include at least one deal in proposal or contract stage as evidence of effective pipeline development. important
- Complete any remaining product certification modules — Finish all product training tracks required to achieve full AE certification status with the product team. important
- Begin contributing to team pipeline reviews and deal coaching — Start sharing deal insights and asking coaching questions during team forecast calls to build collaborative selling habits. nice-to-have
- Set full quota targets for the next quarter — Sales manager confirms the end of the ramp period and sets full quota expectations, adjusted for any carry-forward pipeline. critical
- Submit onboarding experience feedback — Complete the structured new hire survey with specific input on CRM training quality, product enablement, and manager support. nice-to-have
- Confirm all compliance training is complete and documented — HR verifies that all required training including harassment prevention and data handling modules are on file. important
Small business owners hiring an Account Executive for the first time often find themselves overwhelmed. Without a dedicated HR team or prior experience onboarding sales staff, it can feel like there is no clear guide to follow. Time is usually tight, and the pressure to get the new hire productive quickly is high. This uncertainty can lead to hesitation and frustration since mistakes might impact sales and customer relationships. The lack of a standard process means owners often try to figure things out on the fly while juggling other business demands. For a small business, the most important first-week priority with an Account Executive is helping them understand the product or service inside out and how it meets customer needs. They need a clear picture of what they are selling and who they are selling to. Without this foundation, it’s difficult for them to have meaningful sales conversations. Early exposure to real customer scenarios, common objections, and the sales process your business uses will help them gain confidence. This focus sets the stage for quick wins and long-term success. One effective training method is the "Record & Delegate" approach. Before the new Account Executive starts, record a short, 5-minute video of yourself performing the top three to five tasks they will handle daily. This could include how you log sales calls, update the CRM, or prepare proposals. The video acts as a simple training standard operating procedure (SOP). The new hire watches it and then takes over those tasks, reducing the need for constant supervision. This method stops you from becoming a bottleneck and allows you to train without micromanaging. It also ensures consistency in how tasks are done and frees you up to focus on bigger priorities. A common mistake small business owners make is trying to teach everything at once or expecting the Account Executive to be fully self-sufficient immediately. Overloading them with information or rushing through onboarding can cause confusion and mistakes. It’s important to prioritize what matters most initially and build from there. Trying to cover too much too soon can overwhelm both you and the new hire, leading to wasted time and frustration. By 90 days, a small business Account Executive who is ready to work independently will be confidently managing their sales pipeline without needing step-by-step guidance. They will understand your customers’ pain points, handle objections professionally, and know how to close deals that fit your business model. They will be proactive in following up on leads and updating sales records accurately. At this stage, they should require minimal supervision and be able to contribute to meeting your revenue goals consistently. If you want a Account Executive who documents their own processes and builds systems as they go, rather than requiring you to document everything first, that is what a Virtual Systems Architect does. Start with this checklist.
Frequently Asked Questions
I hired someone for this role before and it did not work out. What usually goes wrong?
Most failed Account Executive hires come down to one of three problems: the owner skipped structured onboarding in week one, there was no documented process for the hire to follow, or expectations were never made explicit. The new hire guessed, made mistakes, and the owner assumed the person was the problem. In most cases the process was the problem. This checklist closes all three gaps. Start with a clear first week, a Record and Delegate video for each core task, and written expectations before the hire ever logs in.
How do I know if an Account Executive is right for my small business?
Look for someone with strong communication skills, a track record of sales success, and a willingness to learn your product and customers. They should fit your company culture and be adaptable to a small team environment.
What should I pay an Account Executive in a small business?
Compensation usually includes a base salary plus commission or bonuses based on sales performance. Research local market rates for similar roles and balance your budget with incentives that motivate results.
How do I set sales targets for a first-time Account Executive?
Start with realistic goals based on your current sales volume and growth plans. Consider the learning curve and adjust targets as the Account Executive gains experience and confidence.
What tools do I need to support my new Account Executive?
At minimum, provide a simple customer relationship management (CRM) tool to track leads and sales activity, plus access to product information and pricing. Avoid overcomplicating with too many systems.
How often should I check in with my Account Executive during onboarding?
Frequent check-ins in the first few weeks are helpful to address questions and provide feedback. After that, weekly or biweekly meetings can keep progress on track without micromanaging.
What if my Account Executive isn’t hitting sales goals?
Identify whether the issue is lack of training, unclear expectations, or market challenges. Provide additional coaching, clarify goals, and adjust strategies as needed. If performance doesn’t improve, consider whether the role or person is the right fit.
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