First, I would suggest implementing a standard operating procedure (SOP) for the HR company’s training process. This will ensure consistency and clarity for new hires and allow the founder to delegate the training responsibilities to a designated team member. We can look at existing frameworks such as the ADDIE model or the Kirkpatrick model to guide the creation of the SOP.

Next, I recommend conducting a training needs analysis to determine what specific skills and knowledge new hires need to have before they can contribute effectively to the sales process. This analysis will allow for the creation of targeted training programs that can efficiently prepare new hires to support the sales team. Again, we can look at existing models such as the 5-step training process or the STAR model for guidance.

In addition to the SOP and targeted training programs, I suggest automating any routine training tasks using technology such as learning management systems (LMS) or digital badges. This will help streamline the training process, reduce the founder’s workload, and allow for easier tracking of employee progress and completion.

Finally, the company could consider outsourcing some of the training responsibilities to external training providers. This can provide them with access to specialized training resources and expertise that they may not have in-house. By doing this, they can focus on building their sales while still providing quality training for new hires.

Overall, by implementing these steps, the HR company can establish a more efficient and effective training process that can free up the founder to focus on business development and sales.