Know who is ramping. Long before the number tells you.
RampVera holds every new hire against the standard your own best people set, shows you where they stand each week, and closes the gaps while you can still act on them.
Your own best people, not an industry average.
Most onboarding calls a rep ready when they finish the curriculum. RampVera asks a harder question: is this new hire on the same path your best people were on? That standard is specific to your company, your product and your market. It is built from your own data and it accounts for the things a rep does not choose, like territory and inherited accounts, so it is a bar your managers will defend and your reps will accept.
It is a benchmark, not a crystal ball. We show you how a new hire compares to the people who went on to succeed. We do not claim to have found a secret formula for who will.
Three stages, and what each one gives you.
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01
The standard is set, and it is yours
What “ramped” means at your company comes from your own team's performance, not from us and not from an industry average. Your admin reviews the standard and approves every line before anything goes live. Set up in days, not a consulting rollout.
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02
Every hire, every week, no guesswork
You see exactly who is on track, who is drifting and where, from week three rather than month six. Your managers sign off at each checkpoint, which is a review they already run for a new hire. Time to Contribute updates against the standard in between, so nobody has to interpret anything.
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03
The gap closes, and you can see it close
Where a hire falls short, RampVera puts focused practice on that exact gap. Practice is private to the rep, so they use it honestly, and the score is never used against them. Then you watch the real number move. Not the practice score. The one that pays.
Whichever way it goes, you have evidence.
Either a rep who has held the standard and a certificate that says so, or a documented account of exactly where they fell short and what to do about it. Both are evidence. Neither is a gut call. That is the difference between a probation conversation you can defend and one you dread.
Track length is set per role when you configure it. A shorter inside-sales track and a long enterprise track both run the same way.
You are handing us performance data. Here is how we handle it.
The historical data we use to build your benchmark is de-identified before it reaches us, and the key that could tie it back to a person stays with you. Your live performance data stays in the EU, is access-controlled, and is governed by a data processing agreement where you remain in control of your employees’ data.
- De-identified benchmark data
- EU data residency
- Encrypted in transit and at rest
- Mutual NDA and DPA, agreed up front
One platform, from benchmark to certificate.
The same standard, seen three ways. No spreadsheets, no guesswork, configured in days, not a consulting rollout.
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Admin
Set the standard once, adjust it whenever you need.
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Manager
See your whole team against it in one screen, and sign off at each checkpoint.
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Rep
Know exactly where you stand, and what to do about it.
Want to see it against your own numbers?
A 30-minute call. Bring your last four hires and we will show you what RampVera would have flagged.
Book a call