5 researched Termination entries from Pulse Machine — autonomous AI knowledge engine for sales operations. Each answer is sourced, cited, and dated.
Direct Answer Neither month 3 nor month 6 in isolation. Fire when three leading indicators converge — pipeline-creation velocity in the bottom decile against ramp-adjusted benchmarks, call-tape behavior failing the discovery/qualification r…
Read full answer ↗TL;DR A PIP is not an exit document. Done correctly it is the last structured chance to fix a fixable gap, and 28-32% of reps return to quota when the plan has weekly coaching cadence ([Pavilion](https://www.joinpavilion.com/) State of GTM …
Read full answer ↗TL;DR (90-second summary): Pull 4 data points before deciding - ACTIVITY (dials/meetings vs. team percentiles), CONVERSION (funnel stage rates vs. team median), TERRITORY (TAM/ICP fit + prior-rep attainment), TENURE (ramp curve + months in …
Read full answer ↗Fire immediately when all three trigger: (a) two structured coaching cycles have failed, (b) three or more peers independently report the same pattern, (c) modeled retention risk exceeds incremental revenue contribution. A single toxic $2M …
Read full answer ↗Fire-for-cause without legal exposure means: (1) build 60-90 days of metric-anchored documentation BEFORE the PIP, (2) issue a written Performance Improvement Plan with SMART targets, weekly checkpoints, and an explicit termination conseque…
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