You own the number. You can't hear the calls.
Past four reps, listening to your team stops being something you can actually do. We listen to all of it and hand you the ones that matter.
The math broke somewhere around rep five.
One rep, you can hear a third of their calls and coach like you were there. Four reps, you're sampling. Ten, you're guessing. The guessing doesn't feel like guessing, because the dashboard still fills in.
So coaching turns into a Friday block. Three or four calls a rep, whichever ones were easiest to pull up. Call it 5% of the week, picked at random instead of because something went wrong in them.
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
What sampling actually covers, against what happened.
And the thing a rep got wrong on Monday has happened four more times by Friday, which is when you find out.
The calls worth your time, already found.
Your coaches tell us what a good call looks like at your company. A discovery question that has to get asked. An objection people keep fumbling. A promise nobody should be making. That rubric is theirs — we take it as given and grade every recorded call against it.
What you get back is short. The calls that actually went sideways, cued to the moment it happened, with a line saying why it's in your queue. You're not searching a library. You're working a list.
We've graded 1,848 calls this way. Here's the kind of thing it turns up: across 1,540 calls at one client, 378 became real conversations, and in 14 of those did the rep establish they were talking to someone who could actually buy. Nobody there knew.
- Wins next to losses, so a good call becomes the example instead of a story someone tells.
- Patterns across the team. Three calls stall on the same objection and you hear about it before the fourth.
- Every graded call kept in one ranked list, so pipeline review runs on the recording rather than the recollection.
The calls worth your time.
Every conversation read and ranked. Start at the top — these are the calls where a few minutes of coaching moves a deal.
Mostly about — a mix of clean closes and coachable habits — strong reps winning meetings, and a few losing them on the brush-off.
Next step — start at the top; the best calls are your model examples, and the flagged ones are where five minutes of coaching moves a deal.
Marcus Bell
VP of Sales at a mid-market logistics firm — the economic buyer, on the call.
Confident, warm delivery with natural pitch variation. Pace sits in a healthy range and the prospect gets plenty of room to talk — a model open to learn from.
- Earned permission before pitching — set the tone for a two-way call.
- Tied the product to a pain the prospect named, not a generic benefit.
- Asked for the meeting directly and got a same-week slot.
- Closed with a failsafe so the booking survives a no-show.
- Never asked about budget — the deal can stall when pricing surfaces later.
- A four-second pause before the calendar ask let the energy dip.
- Took the prospect’s "next week-ish" on timeline without pinning a date.
The queue your team opens each week — sample data shown.
Nobody has to adopt anything.
Your reps keep the CRM and the dialer they already use. No new login. No tagging discipline to enforce. No adoption push six weeks after you signed.
From a rep's side the only change is that the calls you flag turn up in their one-on-one. Their own voice, the exact moment, what worked and what didn't.
Any coaching tool that needs someone to remember to log in is competing with running a sales team. It loses that one every time.
When this is worth a call.
- Your team makes more calls in a week than you can sit through.
- The same mistakes keep surfacing in pipeline reviews.
- Your reps are guessing at what good sounds like, because the good calls never get shared.
- You're weighing an enablement hire against a system that already exists.
Strongest fit is B2B SaaS and technology companies from 50 to 1,000 employees with active SDR or BDR teams. Below that, the coaching pain usually isn't sharp enough yet to be worth the money.
Thirty minutes, your actual numbers.
Bring your call volume, your CRM, and the mistakes you keep seeing. We'll tell you plainly whether Orbit earns its place — including if it doesn't.