Ramp new hires on practice, not shadowing queues.
Onboarding usually ends with a new starter who has watched a lot and done very little. Roleplay Gym replaces waiting for a mentor to be free with a structured practice path that ends in certification.
Team performance
Last 30 days
- Practices
- 1,248
- Average gain
- +24%
- Certified
- 86%
Progress by skill
Example data
Where onboarding time actually goes
- 01
Shadowing does not scale
Learning by listening to a senior colleague costs two salaries per hour and is limited by whoever happens to be available.
- 02
Readiness is a judgement call
Without a common assessment, "ready for live calls" means whatever the manager felt that week.
- 03
The first real conversation is the first attempt
Every new starter learns on a real customer, and that customer pays for the learning curve.
Onboarding
What a practice path looks like
-
Week one: product fluency
Explaining what you sell, plainly, to someone who interrupts.
-
Week two: the core conversation
The five interactions that make up most of the role, run repeatedly until they flow.
-
Week three: the exceptions
The awkward cases that induction skipped and that arrive anyway.
-
Certification
A scored assessment against the same criteria for every hire, with evidence attached.
What this stops costing you
- Time to first productive conversation measured in days, not months
- Senior hours freed from repetitive shadowing
- Fewer expensive mistakes in the first weeks, with certification before the real customer
- An objective, auditable definition of ready, instead of an opinion
Questions, answered
What teams ask before they start.
How much practice does a new hire need before going live?
It depends on the complexity of the role, but the useful shift is measuring practice instead of guessing at it. Once you can see how a new starter scores across the core conversations, "ready" becomes a threshold rather than an opinion.
Does this replace human coaching?
It removes the repetitive part so human coaching can be spent where it is worth most. Managers stop running basic drills and start working on the specific gaps the data surfaces.
Start with the conversation that costs you most
Which conversation is costing you most?
We design a first scenario with you on your own use case and show you what you can stop losing.
No commitment. A first scenario tailored to your team.