Sales Training & Coaching in Haarlem

Why here

Maintaining and winning look alike and are not. Many Haarlem companies employ an account manager who is excellent at the first and has not practised the second in years: he calls back, solves problems, keeps the relationship warm, and never has a conversation where he has to create the reason himself. Our training targets exactly that difference, with role-plays on the two objections that keep returning here: why would we switch while things are working, and you are not in Amsterdam. Training also helps selection, which is hard in Zuid-Kennemerland. You compete for the same sales talent with employers fifteen minutes away who can offer more. So we test candidates on a real conversation rather than on a CV, and train the director to run that assessment himself.

No list of offices — just honesty: we work remote-first and come on-site where it truly matters, by plane if that is what it takes. Travel costs are charged on.

Our approach

A quarter's worth of conversations and quotes goes through first. That shows where the conversation stops: at the opening, at qualification, or at the moment nobody asks for the work. That becomes the training plan. The first blocks cover creating a reason to call, with role-plays on your own objections. We then capture it in a playbook and start coaching in a rhythm.

Frequently asked questions

  • Our account managers hit their numbers with existing clients. Why would they change?

    Because the number moves with the client, not with them. The moment one client shrinks or changes hands internally, there is nothing beside it. In the training we first make that dependency visible per account manager, then practise the missing behaviour: inventing a reason to make contact, holding a conversation without an introduction, and asking for a next step. That is learnable, but not in a day.

  • How do you assess a sales candidate when you are not a salesperson yourself?

    By having them sell rather than talk about selling. We set up a conversation built on a real objection from your market, let the candidate run it unprepared, and watch three things: do they ask before they tell, do they hold their ground under pushback, and do they ask for a next step. The director sits in and learns to make that assessment afterwards.

What you invest depends on what we build. The homepage says where it starts.

See the ways we work together

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