Best practices: New employee onboarding

How to use Outdoo to get new hires ready faster

The goal of an onboarding program is not completion — it is readiness. A rep who has clicked through all the modules but has never practiced a real objection is not ready. Outdoo's onboarding tools work best when you sequence them around three questions: Can this person have the conversation? Can they execute the workflow? Can you prove it?

Build a call library before you need it

The call library is one of the fastest ways to show a new hire what good looks like. Before your first cohort starts, curate 8–12 calls organized into folders by skill or scenario type. Useful starting folders:

Great discovery calls
Objections handled well
Competitive differentiation examples
Support calls with frustrated customers — resolved cleanly

Add timestamped comments to the moments that matter so new hires do not have to re-listen to entire calls. Two-minute clips with context are more effective than 45-minute calls without guidance.

Sequence roleplay before live calls

Assign roleplay agents in the order a new rep will encounter these scenarios in real life. Do not start with the hardest objection scenario. Build to it:

Cold call — basic structure, getting to the point
Warm call or discovery — open-ended questioning
Objection handling — pricing, competition, urgency
Demo or value presentation
Renewal or expansion scenarios (relevant roles only)

Set a minimum accuracy threshold for each stage before moving to the next. Completion without accuracy is not readiness.

Add workflow simulation for every post-call process

Most onboarding programs cover what to say on the call. Few cover what to do after it. Before a new rep updates your CRM for the first time, they should have practiced it in simulation. Before they select a call disposition, they should have run the simulation.

Build one simulation per critical workflow. Keep them short — under 10 steps is ideal. Assign them as part of the same course as the corresponding roleplay. A rep who practices the call and the workflow together is fully prepared for that scenario.

Use courses to tie everything together

Courses let you sequence all of this in one place: call library access, roleplay assignments, simulation steps, and a final certification that confirms readiness. Build one course per role type — SDR, AE, CSM, support — and use certifications as the gate before a rep goes live.

If your organization uses an LMS, export the course as a SCORM package so completion data flows into your existing system of record. Outdoo handles the practice; your LMS handles the record-keeping.

What managers should do in weeks 1 and 2

Review the first 3–5 live calls for each new rep and leave scored feedback
Compare live call scores to roleplay scores from the same scenarios — look for gaps
Check simulation accuracy results before the rep handles the real workflow
Have one targeted coaching conversation per week based on scorecard data, not impressions