Ramping new aesthetics sellers faster — then keeping them growing

I built a single place in Highspot for new aesthetics sellers to go for all their onboarding needs. It makes the new-hire journey simple and efficient, significantly reduces ramp-up time, and makes progress and certification scores visible to managers so field coaching is more personalized.

For in-person sessions, facilitators should provide tools that appeal to every learner type and keep resources readily available — new hires are learning the science, the brand, and the provider conversation all at once.

When sellers need highly technical treatment skills, they must first experience the intended outcome themselves; then we move into train-the-trainer mode so they can confidently facilitate for providers and their staff.

Incorporating fun and creative workshops as icebreakers for a new-hire cohort builds a solid foundation of trust and lasting peer groups across territories long after training. Here, I used a vision board workshop to kick things off.

During a breakout session at a National Sales and Training meeting, I facilitated a fun, interactive scavenger hunt in Highspot so participants could learn newly launched and organized assets for real provider and practice scenarios.

In a regulated category like medical aesthetics, keeping content, training tools, and seller assets in a "single source of truth" is essential for accuracy in every provider conversation and negotiation. It takes true cross-functional collaboration from all departments, with everyone accountable for their role in governing the platform.