Turn more of your existing salespeople into top performers.
You're already paying to recruit, train, manage and compensate your sales team.
What if the biggest opportunity isn't hiring more people, but getting better performance from the people you already have?
Your next top performer may already be on your payroll.
Most sales teams have a handful of stars and a bigger group in the middle. You've paid for all of them. The gap between your middle and your best is revenue you're already set up to earn.
- Recruiting
- Onboarding
- Training
- Compensation
- Management time
- Replacing the ones who leave
The range of close rates across eight closers selling the same $7,500 offer, on one team we worked with.
Five business outcomes.
- 01More top performers from existing repsFind what separates each rep's best stretches from their weaker ones, and help them perform closer to their best more often.
- 02Less preventable turnoverSpot struggle, pressure and disengagement earlier, so managers can step in before good people leave.
- 03More revenue per repBetter conversion and production from the opportunities each rep already has, without every target depending on more headcount or leads.
- 04Less management burdenSpecific intelligence on what each rep needs, so managers stop guessing and coach what matters.
- 05More consistent performanceStrong results more often, and faster recovery from hard stretches.
She went from sixth on her team to second.
One closer at an 8-figure coaching company in the health space. Same offer, same company, three months in a row.
Same salesperson. Same underlying ability. Different conditions. Different results.
One closer, three months
Monthly totals from company sales records| Month | Close rate | Cash collected | Calls taken |
|---|---|---|---|
| August | 24% | $88,600 | 50 |
| September | 20% | $77,200 | 55 |
| October | 34% | $113,100 | 41 |
- Confidence
- Energy
- Enjoying the sales process
- Pressure
- Overthinking
- Trying too hard
A hard day often carried into the next morning. None of it showed in her sales report or her own 1 to 10 ratings.
What we actually did with it
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What we noticed
Weeks of short morning check-ins, read next to her daily sales, showed the conditions behind her strong and weak stretches. We talked with her directly about it.
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What we communicated
One morning in late October, her check-in showed the conditions her weaker days came with. Before her first call, Mark sent her a personal message. It reassured her she was exactly where she needed to be, encouraged her to let go of the pressure, and pointed her back to what matters most to her. No numbers. No quota. No new technique.
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Why
For her, more pressure was the problem, not the fix. Pushing the number would have added to exactly what was dragging her down.
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What happened next
She replied twice that morning, once to say how much the message meant to her. She collected $17,700 that day, and finished October second on her team at a 34% close rate.
This wasn't an automated report. It was a person reading her pattern and deciding what she needed that morning.
What would happen if more of your middle-performing reps started producing like your top performers?
Five steps, rep by rep.
Every rep is compared against their own best performance, not the team average.
Establish individual baselines
Where each rep's numbers really sit, against the opportunities they actually get.
Examine daily conditions and patterns
A short daily check-in from each rep, read next to their results over weeks.
Identify what separates strong and weak performance
The conditions that tend to come with each rep's best and worst stretches.
Develop personal coaching interventions
Specific to each rep, with a clear read for the manager on what that person needs.
Measure results and refine
Watch what happens next, keep what works, change what doesn't.
How the five dimensions show up on a sales team
- Foundation
- Energy and readiness going into calls
- Connection
- Relationships with the manager, the team and prospects
- Mental Game
- Confidence, pressure and overthinking
- Purpose
- Why they're in the role, and early signs they're checking out
- Execution
- Follow-through and consistency from call to call
The consulting is the product. The technology supports it.
Our 5D Teams performance system collects the daily conditions behind each rep's results. It's how we see patterns a weekly report doesn't.
But this isn't software you buy and run yourself. The value is in reading the patterns, working with your people and following through.
We work beside your sales manager, not instead of them. We don't run pipeline, CRM, scripts, quota or hiring. We help develop the people making the calls.
Why we built this
I scaled my own coaching company to $200K a month. The goal was $500K. Along the way I went through more than 50 closers.
At $200K I did what made sense on paper. I raised the price and put more pressure on the closers. My best one, earning well over $100K in commissions, walked away. So I hired a fractional sales manager to fix it, and the team came apart.
What I eventually saw was me. I was over-coaching some closers and not coaching others at all, and I never knew which one each of them needed. Every fix I paid for landed on a setup nobody understood.
This work exists so you can see it before you spend what I spent.
Mark Santiago, founder
Bring your numbers. We'll tell you what we'd look at first.
Tell us how your team sells, who your top and middle performers are, and what you already track. We'll tell you plainly whether we can help.