A fast-paced skills-building program
We have developed a customized support program that combines on-site training, hands-on coaching tailored to the new hire’s schedule, and process optimization.
1. "Fundamentals" Training and Refining the Message
On-site workshop (Le Havre): An intensive working session with the manager and employee to translate technical expertise into a simple and compelling sales pitch
Work on the key elements of the sales pitch: Developing a 15-second introductory pitch, a smooth sales script, and concrete responses to industry-specific objections (“We’re already equipped,” “Your lead times are too long,” “We handle it in-house”).
"Ping-Pong" Hands-On Exercise: Live call session that same afternoon. Our trainer makes real calls in front of the employee, and then the roles are reversed. The scripts are adjusted on the spot based on feedback from the prospects.
2. Hands-on coaching tailored to the field
A Schedule Aligned with Business Activity: To establish a solid routine, we’ve implemented a remote coaching program structured around the employee’s three days of prospecting each week.
Regular micro-debriefs: Twice a week, a 30-minute morning meeting is held to set the day’s objectives (priority targets, tone to adopt), followed by a 30-minute meeting at the end of the day to listen to calls, analyze failures, and immediately correct verbal tics.
3. Immersion and Learning by Example
A Day in the Office: An MSC Scanning employee spent two days in our “war room” in Lyon. By prospecting his own leads alongside our seasoned business developers, he was able to get a feel for the pace, sales approach, and mindset of a full-time sales team.
Real-world demonstration: To lead the way and demonstrate market receptiveness, a senior expert from ReCom spent a day working with MSC Scanning’s aerospace and marine database. This full-scale test validated the sales pitch and generated the first qualified leads.
4. Technical Architecture of the CRM (Brevo)
Creating the lead generation pipeline: Configuring Brevo to accurately track a lead's lifecycle ("to be processed," "no response," "to be followed up on," "appointment scheduled").
Implementation of simple dashboards: Tracking key metrics (calls made, reachability rate, appointments secured) to give managers full visibility into their employees’ activities without unnecessary micromanagement.
5. Customer Acquisition Strategy Workshop
File Audit and Prioritization: Analysis of existing databases (trade show files, local industry contacts) to identify priority targets with high conversion potential.
Multichannel Campaigns: Crafting scripts that combine an introductory email, a LinkedIn message, and a phone call to maximize recall and response rates among technical professionals.
Results expected within 3 months
Following this practical guidance, MSC Scanning now has everything it needs to ensure the long-term success of its acquisition strategy:
An independent and high-performing employee: A sales recruit who is articulate, knows how to get past switchboard operators, and manages their goals with discipline.
An established sales routine: A consistent schedule of prospecting three days a week that is firmly integrated into the company's daily operations.
Data-Driven Management: A fully functional Brevo pipeline that enables executives to track the return on investment for each campaign (aeronautics, naval, local industry).
A Clear Strategic Vision: The metrics collected provide objective answers to two strategic questions: Is structured outbound sales prospecting a viable approach for MSC Scanning? Is the current employee the right person to lead this project over the long term?
Secure funding: A streamlined process for submitting training applications to OPCO (OPCO Atlas) that significantly reduces the overall investment.
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