Hire a RevOps lead, or fix the feedback loop.
Both are reasonable answers to the same problem. They cost different things, arrive on different timelines, and fail in different ways. Here is the honest comparison.
You have a coaching problem and one budget line.
The symptom is always the same. Your reps make more calls in a week than anyone can listen to. The mistakes that cost you deals are inside those calls. Nobody has time to find them, so they repeat.
At that point most sales leaders reach for a hire — a RevOps lead, a sales enablement manager, someone whose job is to own the coaching motion. It's the obvious move, and sometimes it's the right one.
It's worth being precise about what that hire actually buys you, because the money usually comes from the same place either way.
What the hire actually costs.
Fully-loaded RevOps and sales enablement leads run roughly $175K–$300K a year in the US once you add benefits and payroll load (Glassdoor ranges plus typical loading, 2026). That's before recruiting fees.
- Three to five months to source, interview, and close a good one — longer in a competitive market.
- Another 90 days before they know your product, your buyers, and your reps well enough to coach.
- Recruitment risk: if the hire is wrong, you find out around month six and start over.
- Equity, in most cases, on top of cash.
So the realistic answer to "when does coaching improve?" is six to nine months out, assuming the first hire works.
One person can't listen to a thousand calls.
This is the part that gets skipped. Even a great enablement hire is one human being with roughly 40 working hours a week.
A ten-rep team making 20 dials a day generates on the order of a thousand conversations a week. At even five minutes of review each, listening to all of them is over 80 hours. It does not fit, and no amount of seniority makes it fit.
So what actually happens is sampling. Three or four calls per rep per week, usually batched into a Friday block. That's about 5% of what happened on the phones — and there's no reason to think the 5% someone had time for contains the patterns that are costing you deals.
8 of 160 — three or four per rep, whichever were easy to find. The other 152 are never heard by anyone.
160 of 160 — every recorded call, checked against the criteria you set. You still only look at the handful that deviated.
~160 calls in a typical week · illustrative
The gap isn't effort. It's that the week is only 40 hours long.
The hire doesn't fail. The sampling math does. You can hire a second one and still be sampling.
Orbit is the work, not the tool.
Orbit is a managed service. We review every recorded call, flag the ones worth your time against criteria you define, and write each action back to the CRM you already run on.
You don't operate anything. There's no dashboard to check, no configuration to maintain, no rep adoption to drive. Coachable calls land in your queue every week whether or not anyone remembered to log in.
- Four to eight weeks from first conversation to flagged calls arriving.
- No equity, no recruiting fee, no ramp period, no risk of a bad hire.
- Setup fee plus a monthly retainer, scaled to team size and call volume.
- If results stall, we tune the criteria. That's included, not a change order.
When you should hire instead.
Orbit solves one problem well: finding the coachable moments inside calls nobody has time to review, and getting them in front of the person who can act on them.
That is not the whole job of a RevOps or enablement lead. If what you actually need is someone to own territory design, comp plans, forecasting hygiene, the tech stack, onboarding curriculum, and internal politics — hire. A service cannot sit in your leadership meeting and argue for a change to the comp plan.
The clean version: if your gap is strategy and ownership, hire. If your gap is that nobody has time to listen, that's the one we're built for. Plenty of teams eventually do both.
The same problem, two shapes.
| A RevOps / enablement hire | Orbit | |
|---|---|---|
| Cost | $175K–$300K/yr fully loaded, plus equity and recruiting fees | Setup fee plus a monthly retainer, scaled to your team |
| Time to impact | 6–9 months: hiring, then ramp | 4–8 weeks to the first flagged calls |
| Call coverage | Sampled — roughly 5% of conversations | Every recorded call reviewed |
| Risk | A wrong hire surfaces around month six | A retainer you can stop |
| Breadth | Owns comp, territory, forecasting, onboarding, stack | Call coaching only — deliberately narrow |
| Who does the work | Your new hire, once they've ramped | Us, from week one |
Worth twenty minutes?
Bring your call volume, your CRM, and what you'd want flagged. We'll tell you plainly whether this is a better use of the budget than a head — including when it isn't.