Specialized program

Build a more inclusive sales team.

Most CEOs say they want a more inclusive sales team and more revenue. Talk is cheap and the follow-through is hard. SheSells is the process that turns the intention into hiring, onboarding, retention and promotion that actually happen.

Talk to Us about this Is this right for us?

9stages from foundation to sales culture

4points where the pipeline usually leaks

PDFbest-practice checklist available free

In plain terms

What is the SheSells program?

SheSells helps companies recruit, coach and retain top women in B2B sales. It is led by Lori Richardson, founder of Women Sales Pros and a longtime champion of women in sales, and combines evaluation data with coaching and community so companies build more diverse, higher-performing sales teams — and stop losing their best women to competitors with better support systems.

SheSells fits if any of these are true

Tick whatever applies. Nothing is recorded or sent.

Your read

0of 6 selected

Work down the list on the left. The more of these you recognise, the more of the picture is already visible to you, and the less an engagement here would be spent establishing what is wrong.

Start the conversation

How it works

Foundational discussion first, then the rest in order.

STEP 01

Foundational discussion

What you are actually trying to build and why, before any process changes. Programmes that skip this stage tend to produce activity without movement.

STEP 02

Audit what candidates experience

Your job posts, your screen, your interview loop and your onboarding, seen from the candidate's side. This is usually where the first leak is found.

STEP 03

Attract and hire differently

A strategic plan to get diverse candidates into the pipeline in the first place, and a system for identifying the right ones for your open roles.

STEP 04

Onboard, retain and promote

The three stages where most programmes quietly fail. Includes identifying future sales leaders and building the culture that keeps them.

What you get

A strategic hiring plan

How to get diverse candidates into the pipeline rather than hoping they arrive.

A candidate identification system

How to find the right people for the roles you actually have open, using evidence rather than instinct.

A retention and promotion path

The stages after the offer, where good intentions most often stop producing results.

The revenue case

How to argue internally that an inclusive sales team grows revenue, which is what unlocks budget and attention.

Worth understanding first

The ideas this is built on.

Buyers changed first

Your buying committee is diverse

Buying teams today expect a sales team that matches them in composition. This is a commercial argument before it is anything else.

Intent is not a system

Good intentions leak

Companies rarely fail here through unwillingness. They fail because attraction, hiring, onboarding, retention and promotion are five separate systems and most only address one.

Promotion is the tell

Look at your leadership bench

Hiring diverse reps while promoting from a narrow pool produces a team that looks inclusive at entry level and identical at the top.

more likely to hit target: the gap between a true top performer and everyone else. Widening the pool you recruit from is one of the few levers that changes who is available to hire.

Objective Management Group

Questions we get

Is this a training programme or a hiring programme?

Both, and separating them is why most efforts stall. Hiring differently without changing onboarding and promotion produces a revolving door, and the second wave of candidates hears about it.

We are a small team. Does this scale down?

Yes. For a team hiring two or three sellers a year, the work concentrates on the job post, the screen and the interview loop, which is where the leverage is at that size anyway.

How do we make the business case internally?

With the commercial argument rather than the moral one. Buying committees have diversified, and a sales team that cannot mirror its buyers is carrying an avoidable disadvantage into every complex deal.

What if our industry genuinely has a small candidate pool?

It is the most common objection and it is usually a sourcing problem rather than a supply problem. The audit stage tests that claim directly against where you are actually looking.

Is there something we can read first?

Yes. There is a free PDF checklist of best practices, which is a reasonable way to see whether the approach fits before committing to anything.

Often paired with

Tell us about the team and we will tell you whether this is the right place to start.

You will hear back from Lori directly, usually within one business day. If SheSells Program is not what your situation needs, she will say so and point you at what is.

No sales sequence. One reply from a person.
If this is not the right call, we will say so.
Prefer to see the numbers first? Run the diagnostic.

First name

Last name

Work email

Cell phone (optional)

Reps carrying quota

What is prompting this

Anything else (optional)

Typically answered within one business day