🎯

Best practice — how to use these videos

Watch it once all the way through. Then watch it again and follow along step by step in Odoo. Repeat until you can do it without looking. There is no reward for checking a box without the knowledge behind it — the goal is to actually understand it so you're not lost on a live call.

Week 1 progress

0 of 27 tasks complete

0%

⏱

Calculating your pace…

Based on current time and tasks completed

On pace

Day 1 AM — System Basics

📝 Training Notes & Feedback

Log questions, observations, or feedback for your manager here.

Setup in 3 steps: Copy each slot into Google Calendar or Outlook. Invite the new hire to every block. Set up the 8 emails as scheduled sends or Odoo automated actions. After that — it runs itself.

0

Trainees loaded

—

Avg. completion

0

Needs attention

Trainee roster

Import JSON files exported by each trainee. You can load multiple — each file updates or adds that person to your roster.

Name

Progress

Day breakdown

Confidence

Status

📂

No trainees loaded yet

Ask each trainee to export their session (⚙️ → Export session), then import those files here.

Red flags — act immediately

✗ No Odoo log note by end of Day 2
✗ Checklist under 30% by Day 3
✗ No calls logged by Day 4 noon
✗ Not replying to automated emails

Your 3-step response

Send one Odoo chatter message
No reply in 4 hrs → call them
Day 5 afternoon → decide: extend or end

Pre-Screen Interview — AV Sales Rep

Quick validation check · ~15 minutes · Go / No-Go decision

Candidate name

Pre-Screen Score

0 / 30

20+ = Pass to Phase 1

Opening — set expectations

"Hi [Name]. Thanks for your interest in joining TRS. I've got about 15 minutes to ask some quick questions to make sure this role is a good fit. Sound good?"

Pre-Screen Scoring

20+

Pass ✓
Advance to Phase 1

<20

No-Go ✗
Not the right fit

Each question rates 0-6 (6 possible misalignments, 0 = strong fit). Lower score = better candidate.

Pre-Screen Decision

Recommendation

✓ Pass to Phase 1

✗ No-Go

↗ Maybe — deeper assessment

Key concerns / Notes

Interview System — AV Sales Rep

Phase 1 · STAR Method — structured behavioral questions and scoring scorecard

Why meeting planners make ideal TRS sales reps — your opening pitch to the candidate

What they already have

✓ They know the client — event planners, associations, corporates
✓ They understand AV needs firsthand
✓ They have credibility: they've been on the buying side
✓ They have an existing network of event contacts

What changes for the better

✓ No more traveling city to city
✓ Unlimited commission — not a capped salary
✓ Selling to the same clients they already know
✓ Phone/virtual-first — not constant mingling

"You already know what these clients need — I'm just putting you on the other side of the table with a commission structure."

Green flags — hire signals

✓ Specific numbers in their answers
✓ Talks about following up consistently
✓ Comfortable saying "I don't know — I'd figure it out"
✓ Has chased down a client or deal before
✓ Shows curiosity about how AV works
✓ Asks about commission structure early

Red flags — pass signals

✗ Vague answers with no metrics or specifics
✗ Blames others when deals fell through
✗ Says "I'm not really a phone person"
✗ Can't describe a time they persuaded someone
✗ Only comfortable with warm/inbound leads
✗ Avoids talking about rejection or failure

How to use STAR questions

S

Situation
What was happening?

T

Task
What was their role?

A

Action
What did they do?

R

Result
What number proves it?

If they can't get to a number or specific outcome on the Result, probe: "What did that lead to?" / "How did you measure success?" / "How much revenue / time / clients did that affect?"

Candidate name

Interview score

0 / 50

40+ = strong hire · 30–39 = train up

Summary & decision

Hiring decision

✓ Strong hire

↗ Train up — potential

✗ Pass

Overall interview notes

Reference: What strong STAR answers look like

Transition script — use this to shift gears

"I appreciate the formal run-through. To be honest, I value my time — and yours — more than anything else today. I've got kids, a life, and a business that runs 24/7, so I like to skip the 'rehearsed' stuff and just talk about how we actually fit together."

Say this naturally. Let them exhale. The shift in energy is intentional — you want them off-script.

Candidate name

Name syncs with Phase 1 scorecard

Life-cycle & operational flow questions

01

Excitement & Fit

"Think back to the job you actually enjoyed the most. What was the vibe? Was it the pace, the people, or the challenge?"

›

Hidden intent: Gauges if they thrive in high-stakes AV/rental environments or prefer a desk-bound routine. You want someone who lights up at "pace" and "challenge" — not "quiet" and "predictable."

✓ Green signals

Mentions energy, urgency, variety. Talks about being "in the mix." Uses words like fast-moving, hands-on, never the same day twice.

✗ Red signals

Says they liked it because it was "stable," "predictable," or they "knew what to expect every day." That's not this job.

Alignment note

02

Financial Floor

"Everyone has a 'happy' number — the salary where the bills are paid, you aren't stressed, and you aren't looking for the next exit. What is that number for you?"

›

Hidden intent: Prevents the revolving door. If their floor is higher than what's realistic in ramp-up months, they'll be stressed and gone before they hit stride. You need to know this up front.

✓ Green signals

Gives a specific, realistic number. Is transparent about their expenses. Doesn't hedge or inflate. Shows they've thought it through.

✗ Red signals

Refuses to name a number ("I'm flexible"). Gives a number that far exceeds base + realistic ramp commission. They're setting themselves up to bail.

Their "happy" number

Alignment note

03

Financial Ceiling

"Now — what is the goal number? Where do you want to be in 3 years to feel like you are truly exceeding your own goals?"

›

Hidden intent: Identifies ambition. You want someone whose 3-year number is achievable on commission — it keeps them hungry. If their goal is $200K and top performers here hit $75K, that's a mismatch you need to catch now.

✓ Green signals

Has a specific number with a rationale. Ties it to a life goal (house, family, debt-free). The number is ambitious but achievable with strong performance.

✗ Red signals

No target at all ("I'll just see how it goes"). Or a wildly unrealistic number that signals they don't understand commission-based comp yet.

Their 3-year goal

Alignment note

04

The 24/7 Reality

"We are a 24/7 industry. Sometimes clients email at 9 PM on a Saturday. Are you the type that needs a hard clock-out — which is fine — or do you prefer the flexibility to manage things as they pop up? I just need transparency."

›

Hidden intent: Aligns expectations early and filters out people who will silently resent the job. The phrase "which is fine" is deliberate — it disarms them so they answer honestly instead of telling you what they think you want to hear.

✓ Green signals

"I'm used to it." / "I treat my phone like a tool, not a leash." / Talks about managing their own schedule rather than watching a clock.

✗ Red signals

Immediately defensive about weekends or after-hours. "I have firm boundaries around my personal time." That's a legitimate value — just not for this role.

Availability vibe — their exact words

05

Self-Management Indicator

"If I gave you a goal and didn't check in on you for a week, what would I find on Friday afternoon — a finished project, a list of reasons why it couldn't be done, or a dozen questions in my inbox?"

›

Hidden intent: Identifies ability to self-manage and replicate performance without constant oversight. The three options in the question do the work for you — watch which one they laugh at, which they pause on, and what they say next.

✓ Green signals

Laughs and picks "finished." Then backs it up with a specific story unprompted. Acknowledges they might ask one or two smart questions early, but owns the result.

✗ Red signals

Immediately qualifies with "it depends on the project." Jokes that they'd have questions. Can't name a single time they drove something to completion alone.

Alignment note

06

Remote Reality · FORD Check

"Since this is a remote role, I'm big on transparency. I've worked from home and I know the drill — sometimes the dog barks or the kids need something. But at the end of the day, I need to know this seat is covered. What's your command center look like?"

›

Why this matters: Remote isn't a perk for this role — it's the operating model. You need to know if their home environment will support a 24/7 plugged-in industry, or if isolation and distraction will quietly erode their performance. FORD (Family · Occupation · Recreation · Dreams) gives you the full picture without a formal interrogation.

F · Family / Home Energy

"I'm a family man, so I get it. What's the energy of your home like during work hours — quiet and focused, or more of a circus?"

Listen for: Do they have a door they can close? Kids at home with no childcare? Constant interruptions described as normal? Partners who don't respect work time?

O · Occupation / Remote History

"Tell me about your last remote experience. What was the hardest part about staying productive when no one was looking over your shoulder?"

Listen for: Owned the struggle and solved it, or still blaming the environment? First-timer who sounds naive? Or a vet with real systems — dedicated space, set hours, clear rituals?

R · Recreation / Work-Life Line

"When the laptop closes, how do you separate work life from home life? Your office being 10 feet from your bed can burn you out fast — what's your reset?"

Listen for: Do they have any rituals, exercise, hard stops? Or does work just bleed into everything and they call that "dedicated"? Burnout in month 3 is expensive.

D · Dependability / Plan B

"In a 24/7 industry, if your internet goes down at 10 AM on a Tuesday, what's your Plan B? Hotspot, coffee shop nearby — or are you just offline?"

Listen for: Immediate, specific answer = problem-solver. Blank stare or "I'd call my provider" = clock-out mentality. This question separates operators from passengers.

Remote capability matrix — quick calibration

Dedicated workspace

Private room / door closes Shared but workable Kitchen table / no separation

Remote experience

Veteran — has systems Some experience New to remote

Connectivity backup

Hotspot / coffee shop ready Has a plan but vague No backup — would go offline

Remote readiness score

Complete the matrix above to calculate

—

Laz Method — fit summary

Overall vibe check

—

Mark the 5 fit indicators above to see your read

Overall alignment notes

Session file — save & share progress

Export a JSON file to save the full session — training progress, notes, and interview scores. Import it on any device or share with another manager to pick up exactly where you left off.

Candidate

Start Date

Role / Position

Step 1 — Offer Letter

Review the offer details below, then collect the candidate's typed signature. This creates a timestamped audit record for your files.

Base Salary / Rate

Commission / Bonus Structure

Reporting Manager

Work Location

Additional Offer Notes

No signature recorded yet

Step 2 — Legal Disclosures

Candidate reviews and acknowledges each policy. Each item requires a separate sign-off.

Document	Source	Status
Non-Compete Agreement 12-month restriction, 50-mile radius	System	⏳ Pending
At-Will Employment Acknowledgment Confirms employment is at-will	System	⏳ Pending
Confidentiality / NDA Protects client lists, pricing, and IP	System	⏳ Pending
Code of Conduct Attendance, communication, CRM usage	System	⏳ Pending

All four documents must be signed to continue.

Step 3 — Upload Documents

Candidate supplies required verification documents. Images (JPG, PNG) are automatically converted to PDF before packaging.

Document	Source	Status	Action

Required documents must be uploaded to continue.

Step 4 — Final Review

Complete checklist before marking this hire as active. Every item below must be confirmed.

Check off all items to proceed.

Step 5 — Finalize & Archive

All steps complete. Export the full onboarding package — signatures, uploaded documents, and a summary PDF — as a single zip file. Candidate is then flagged as Active.

Package Contents

Ready to export

💡 Tip on video hosting: Rather than relying on external URLs that can break, consider uploading training videos to a private Google Drive folder, YouTube (unlisted), or Loom. Paste those links here — they're stable, you control them, and you can update them without touching the HTML.

Video title

Day / Time

URL

Status

📋

Log a call note on a lead

1

Open CRM → find your lead → click it

2

Scroll to Chatter at the bottom

3

Click Log Note (not Send Message)

4

Write: date · who you spoke to · what they said · next step

5

Click Add

Log Note = internal only. Send Message = goes to client. Never mix them up.

⏰

Schedule a follow-up activity

1

Open the lead in CRM

2

Click the clock icon (Activities button) near the top

3

Type: Phone Call · set due date · add a note

4

Click Schedule

Never leave a lead without a scheduled next activity. No next step = dead lead.

📊

Move a lead to a new stage

1

CRM → switch to Kanban view (grid icon, top right)

2

Click and drag the lead card to the correct column

3

Or open the lead → click the stage name in the top status bar

Stages: New → Qualified → Proposition → Won. Mark Lost if dead.

❌

Mark a lead as Lost

1

Open the lead in CRM

2

Click Mark as Lost at the top of the record

3

Select a reason: Price / In-house AV / Event Cancelled / No response

4

Add a brief note → click Mark as Lost

Never delete a lead. Always mark Lost with a reason — that data matters.

📄

Create a rental quotation

1

Open Rental app → click New

2

Search and select the customer

3

Click Add a product → add rental items and quantities

4

Check the total → click Send by Email when ready

Always send from Odoo — not Gmail. It tracks opens and lets clients accept online.

📧

Send a quote to a client

1

Open the quotation in Rental

2

Click Send by Email

3

Review the email preview — confirm "To" address is correct

4

Click Send → status updates to "Quotation Sent"

After sending, log a note and schedule a follow-up activity for 2 days out.

🕐

Clock in / Clock out

1

Home dashboard → open Attendances app

2

Click Check In at start of day

3

Click Check Out at end of day

Do this every single day. Forgetting = untracked hours. First and last thing you do.

🔍

Filter to see only your leads

1

CRM → click the search bar at the top

2

Click the dropdown → Filters → My Pipeline

3

To save permanently: click ☆ → Save current search → check "Use by default"

New reps get overwhelmed seeing 200 leads. Always filter to My Pipeline first.

📅

View your activity list for today

1

CRM → My Pipeline filter applied

2

Click the Activity view icon (clock icon, top right)

3

Red = overdue (call first) · Orange = due today · Green = upcoming

Start every morning here. Never leave with red activities still open.

💬

Post your end-of-day log note

1

Employees app → open your own profile

2

Scroll to Chatter → click Log Note

3

Write: "Day X complete. [X] calls, [X] leads in pipeline. Ready for tomorrow."

4

Type @ → select your manager → click Add

60 seconds a day. Keeps your manager informed without a single check-in call.

Daily manager check-in checklist

Coaching scripts — underperformer conversations

Current cohort notes

Saved in session export.

Week 1 Training Program

📝 Training Notes & Feedback

Automated Email Sequence

Rental Playbook & Scripts

Week 1 Calendar Template

Manager Dashboard

Pre-Screen Interview — AV Sales Rep

Interview System — AV Sales Rep

Onboarding

📹 Video Link Manager

⚡ Odoo Quick Reference

Manager Coaching Guide

Welcome to TRS Training

Week 1 Training Program

📝 Training Notes & Feedback

Automated Email Sequence

Rental Playbook & Scripts

Week 1 Calendar Template

Manager Dashboard

Pre-Screen Interview — AV Sales Rep

Interview System — AV Sales Rep

Onboarding

Sign Document

📹 Video Link Manager

⚡ Odoo Quick Reference

Manager Coaching Guide