Sales management · Recruitment and selection
Track every candidate from application to day ninety and find out which step picked the leavers.
A hiring funnel and retention tracker is one sheet that logs every sales candidate by stage and source, then follows each hire for ninety days. This page covers the stages, the checkpoints and the comparison that shows which selection steps predicted who stayed. It ends in the sheet and a quarterly review note.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A hiring funnel and retention tracker is one sheet that logs every sales candidate by stage and source, then follows each hire for ninety days. This page covers the stages, the checkpoints and the comparison that shows which selection steps predicted who stayed. It ends in the sheet and a quarterly review note.
A pump dealer in Coimbatore hired six field reps in a year. Four were gone within the first month, and nobody can say which interview round picked them. The CVs live in three email inboxes and a WhatsApp chat.
The funnel half of the sheet follows each candidate through applied, screened, interviewed, tested, offered, joined and still there at ninety days. Each person is a row, with the source and the dates. The retention half adds checkpoints at thirty, sixty and ninety days: still active or left, achievement against target, the manager's rating.
The sales manager keeps it up and the owner reads it each quarter. It replaces hunting through inboxes when someone asks how the last round went. It follows the source mix and the interview kit, because it is where their results are recorded and tested.
Candidate details are personal data. Keep them in one folder with limited access and ask your own adviser how long you may hold them.
Where this sits
Topic 4 of 14 in sales management: recruitment and selection. Hiring salespeople through a repeatable process.
- The topic before
- Sales force design
- The topic after
- Sales training and development
If you want this done for you
The last three hires interviewed well and could not sell.
The work
What this is actually like.
“The leak is not where the owner thinks”
Owners blame the offer stage. The sheet may show that the candidates vanish between screening and interview, which is a scheduling problem and not a pay problem. Count the drop at each stage before changing anything.
“Thirty-day exits point at selection and joining”
Write the reason at the time the person leaves, in their words: in-hand pay below what they understood, more travel than expected, a beat they did not want. Reasons written a month later are tidy and wrong.
“Compare the interview score with the ninety-day result”
If the candidates you scored highest left as quickly as the ones you scored lowest, the interview is not predicting anything. That is worth knowing before you hire the next six.
“Small numbers still teach”
With six hires, do not compute percentages. Read the six rows as stories. Who stayed, who left, which source, which interviewer's score. Percentages begin to mean something after a good many more hires, not before.
What we do
What you end up with.
The documents this topic produces, what each one is for, and how you know it is finished.
Candidate log
Name, phone, source, stage reached, date at each stage, reason for any exit. The sales manager updates it every time a candidate moves.
Result: Finished when every candidate of the current round has a row and a stage.
Stage definitions
A line each for applied, screened, interviewed, tested, offered, joined and ninety days. What has to be true to count as that stage.
Result: Finished when two managers would put the same candidate in the same stage.
Hire register with checkpoints
One row per joiner: source, interview score, thirty, sixty and ninety day status, attainment against target, manager rating, exit reason.
Result: Finished when every hire in the last year has a row, including those who left.
Cost of the round
Spend on advertisements, portal fees, referral rewards and the days of manager time, divided by hires.
Result: Finished when you can state what the last hire cost in rupees.
Review note
Three lines: where candidates dropped, which source's hires stayed, which selection step predicted the result.
Result: Finished when the note is dated and in the owner's folder.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every later report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No guarantees we cannot keep
The term is agreed in writing and never a default twelve months. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
Your brief
Tell us what you need, and we will read it before we call.
Eight short steps about your business, what you want and who decides. Most questions are a tap, and you can skip any you would rather answer on the call.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
What counts as retained?
Is a spreadsheet enough?
Should we track candidates we rejected?
Why track ninety days when probation is shorter?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Where to go next
The work that carries this topic further.
The rest of recruitment and selection
Or read all of sales management.
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.