Growing fast sounds like a good problem to have, until you realize you have to train everyone.
For Lease End, rapid growth meant adding more than a hundred sales reps in just 18 months, expanding its salesforce from roughly 35 people to 180. Suddenly, a training process designed for a small team needed to support multiple locations, four sales positions and seven sales teams without sacrificing quality along the way.
The company’s old approach to training wasn’t built for that kind of growth. New hires bounced between classroom sessions, YouTube links, Word documents, meetings and other in-person training. As Vice President of Sales Trevor Gosar put it, “It was so clunky. It wasn’t scalable, it wasn’t predictable, it wasn’t consistent.”
Lease End needed a workforce development strategy that could grow as quickly as the company did.
The answer wasn’t adding more classroom hours or hiring an army of trainers. Instead, Lease End used Tyfoom to streamline onboarding, create personalized training playlists and deliver learning in short, consistent bursts over time.
The result? Onboarding time was cut in half, new hires became productive faster and Lease End scaled dramatically while relying on just one full-time trainer.
Breaking the Bottleneck
Lease End built its business by making a traditionally painful process easier. The company helps drivers buy out their leases without spending hours at a dealership. The result was explosive growth.
But every new sales rep needed to understand Lease End’s processes, products, partners, terminology, customer experience, culture and expectations. And they needed to learn it fast.
Previously, new hires could spend up to nine hours on their first day sitting through intensive training. Across the onboarding period, the company packed as much information as possible into roughly 80 hours of in-person instruction.
It was the classic “fire hose approach” to workforce development: Here is everything you need to know. Please remember it all. Good luck!
“Before we used Tyfoom, it was ‘all classroom’ or ‘sink or swim.’ We tried both methods,” said Gosar.
Neither was ideal. Cramming information into a short period didn’t guarantee employees would remember it when they actually needed it. Throwing employees into the job and hoping they’d figure it out wasn’t exactly a recipe for confidence or retention either.
Lease End needed a middle ground.
Cutting Onboarding Time in Half
With Tyfoom, Lease End redesigned onboarding around video-based microlearning. Instead of trying to teach everything upfront, the company could determine what employees needed to know now and what could be reinforced later.
That shift cut onboarding from 80 hours of intensive in-person training to approximately 40 classroom hours, supported by two minutes of daily microlearning for three weeks.
“Onboarding has slimmed down quite a bit. Prior to Tyfoom, we tried to jam everything we could in those first two weeks. The reps had to retain everything because after those two weeks, they were on their own,” Gosar explained.
Rather than expecting employees to remember every detail from one training marathon, Lease End could reinforce concepts over time. New hires learned something, applied it and received reminders as they encountered those ideas on the job.
That changed workforce development from a one-time event into an ongoing process.
Gosar explained, “We learned that when you have too much classroom time, it starts to lose its effectiveness. You can spend eight days in a classroom or eight weeks in a classroom, but when you get out into the real world, you’re probably going to have the same questions.
“Now, we streamline classroom instruction to the minimal amount needed and use technology to remind new hires what they’ve been trained on to help answer their own questions.”
Start Training Before Day One
Before new hires even walk through the door, they complete videos associated with four badges covering the company’s culture, values and standards.
That means Day One doesn’t have to begin at square one.
“Tyfoom has been so helpful especially with onboarding,” said Gosar. “Before new hires show up on their first day, they complete the videos associated with four badges. Then when they start, they already have an understanding of our core values and standards.
“On Day One, new hires already know their mission and what their team stands for. They understand the driver experience and can empathize with Lease End’s customers.”
For workforce development, that early foundation matters. Employees learn what the company expects, how it communicates and what a great customer experience looks like. They’re walking in ready with a foundation to build on instead of starting from scratch.
Personalized Playlists Create a Roadmap for Growth
Not every employee needs the same training at the same moment. A brand-new rep might need to understand auto finance terminology. Another may be struggling with objection handling. Someone else might want to improve goal setting or prepare for greater responsibility.
Lease End used playlists and badges to turn workforce development into a more personalized journey.
“Tyfoom has allowed us to take broad topics and then get really granular with one- to two-minute videos. We’ve been able to take a playlist of videos and create a sort of roadmap for sales reps when they start at Lease End,” explained Gosar.
Employees can also explore badges independently, giving motivated reps an opportunity to develop skills beyond required training. And sometimes a tiny lesson can create a pretty big result.
For instance, one rep joined Lease End without previous sales experience and completed a badge on goal setting.
Gosar recalled, “This rep had a notebook with all of her goals outlined on a monthly and a weekly basis. I was talking with her a couple of weeks ago and she said, ‘Goal setting changed my life.’ And it was only because of the Tyfoom videos she had watched around goal setting.”
She went on to win multiple competitions and become the highest performer and highest earner on Lease End’s sales teams.
Faster Learning Means Faster Productivity
Better onboarding only matters if it translates into better performance. For Lease End, it did.
“Our reps are much more effective, and they’re more effective faster,” said Gosar. “We’ve been able to shorten that ramp up period because we give them the right, consistent tools.”
Instead of guessing what new hires might need, Lease End can anticipate common milestones and questions. Training can arrive when employees are likely to encounter a topic, helping them solve problems without always turning to a manager or trainer.
That creates accountability, too. Employees have resources available to answer their own questions, revisit concepts and continue developing instead of waiting for someone else to teach them.
It also makes the employee experience more intentional.
“We have a crafted experience for our customers,” explained Gosar. “We should also have a crafted experience for our employees. If we show we genuinely care about our teams, naturally they’re going to give that back to the customers.”
Great workforce development not only gets employees productive faster, but also creates an environment where they feel equipped to succeed once they get there.
Scale Training Without Scaling the Training Department
Expanding from 35 to 180 sales reps would typically require more trainers to repeat lessons, onboard new groups and maintain consistency across teams and locations. But Lease End had one trainer, hired after much of the company’s initial growth had already happened.
“One very direct return on investment with Tyfoom has been the number of trainers that we need. Scaling a salesforce from 35 to 180 reps in a year and a half typically takes a lot of trainers,” said Gosar.
Instead of having trainers repeatedly deliver the same information, Lease End could capture knowledge once and distribute it consistently again and again. Trainers could spend less time repeating standard lessons and more time coaching employees where human support actually mattered.
“I could go and pay a healthy salary to get a good trainer, or I pay Tyfoom one-tenth of the price and get the consistency I dreamt of. That to me is a massive ROI,” said Gosar.
Build a System That Grows With Your People
By combining streamlined classroom instruction with personalized playlists, badges and daily video-based microlearning, Lease End cut onboarding time in half while helping new reps ramp up faster.
The company also reduced its reliance on trainers without reducing the quality or consistency of training. And instead of leaving employees to “sink or swim,” it gave them a roadmap they could continue following long after onboarding ended.
Scalable workforce development should be a system capable of developing 10 people, 100 people or 1,000+ people with the same consistency and care.
Lease End’s experience shows that investing in people doesn’t have to mean piling on more meetings, more trainers or more classroom hours. Sometimes, the better investment is building a system that puts learning into the flow of work and gives employees the tools to take greater ownership of their own growth.
“When training is consistent and repeatable you start to develop the same kind of rep that you want, the same kind of rep that serves you well,” explained Gosar.
“I would 1,000% recommend Tyfoom and I have referred several people. It’s just so simple. I can’t be in a million places at once when it comes to training. Tyfoom gives us that consistency and pushes us as leaders to really think about our people and prioritize their growth and development.”
See how you can grow faster for less by scheduling a meeting to speak with a Tyfoom training consultant today.