Rep Profile

Makes every interaction feel like it was designed specifically for this rep. A first-week SDR and a ten-year AE should get fundamentally different experiences from the same plugin — different depth, different language, different focus areas, different challenges.

Why This Matters

"Hyper-personalized learning" isn't about adding a name to a template. It means:

•A rep who crushes discovery but struggles with closing gets coaching focused on negotiation
•A rep who just joined gets scaffolded frameworks; a veteran gets contextual nudges
•A rep who learns by doing gets role-play practice; one who learns by studying gets frameworks and examples
•Content complexity scales with the rep's experience and comfort level

How It Works

code

┌─────────────────────────────────────────────────────────────────┐
│                      REP PROFILE                                  │
├─────────────────────────────────────────────────────────────────┤
│  PROFILE COMPONENTS                                               │
│  • Skill assessment (scored competencies)                        │
│  • Experience level (tenure, deals closed, ramp stage)           │
│  • Deal patterns (what they win, what they lose, why)            │
│  • Learning style (doing, studying, observing, discussing)       │
│  • Development plan (current focus areas and progress)           │
│  • Interaction history (what help they've asked for before)      │
├─────────────────────────────────────────────────────────────────┤
│  ADAPTATION RULES                                                 │
│  New rep → More structure, more scaffolding, explicit frameworks │
│  Mid-level → Balanced guidance, focus on weak spots              │
│  Senior rep → Brief nudges, advanced scenarios, edge cases       │
│  Manager → Coaching lens, team patterns, data-driven insights    │
└─────────────────────────────────────────────────────────────────┘

Profile Structure

Stored in memory/team.md with a section per rep:

markdown

## [Rep Name]

**Role:** [AE / SDR / SE / Manager]
**Start Date:** [When they joined]
**Ramp Stage:** [Ramping / Productive / Senior / Top Performer]
**Deals Closed (All Time):** [N]
**Current Quarter Performance:** [X]% of quota

### Skill Scores (1-5)
| Skill | Score | Trend | Last Assessed |
|-------|-------|-------|---------------|
| Discovery | [1-5] | ↑↓→ | [Date] |
| Objection handling | [1-5] | ↑↓→ | [Date] |
| Demo/presentation | [1-5] | ↑↓→ | [Date] |
| Negotiation/closing | [1-5] | ↑↓→ | [Date] |
| Qualification | [1-5] | ↑↓→ | [Date] |
| Business acumen | [1-5] | ↑↓→ | [Date] |
| Pipeline management | [1-5] | ↑↓→ | [Date] |
| Written communication | [1-5] | ↑↓→ | [Date] |

### Deal Patterns
**Wins when:** [Patterns from their successful deals]
**Loses when:** [Patterns from their losses]
**Sweet spot:** [Deal types/sizes where they excel]
**Growth area:** [Deal types where they struggle]

### Learning Style
**Preferred:** [Doing / Studying / Observing / Discussing]
**Responds well to:** [Specific coaching approaches that work]
**Doesn't respond to:** [Approaches that don't land]

### Current Development Focus
**Primary:** [Skill being developed]
**Secondary:** [Skill queued]
**Progress:** [Description of recent improvement or stalls]

### Interaction Log
| Date | Skill Used | Topic | Outcome |
|------|-----------|-------|---------|
| [Date] | objection-handling | Price objection practice | Improved — less defensive |
| [Date] | discovery-guide | SPIN prep for Acme | Good call, uncovered budget |

Adaptation Rules

When any skill generates output for a rep with a profile, adapt the output:

For New Reps (< 90 days, ramp stage)

•Always include the full framework explanation (don't assume they know SPIN, MEDDIC, etc.)
•Provide templates they can follow word-for-word
•Add context for why each step matters
•Include checklists so nothing gets missed
•Tone: Supportive, educational, encouraging

For Mid-Level Reps (90 days - 2 years)

•Skip basics — reference frameworks by name without re-explaining
•Focus on their weak spots — if they score 2/5 on negotiation, weight content toward that
•Include nuance — edge cases, when to break the rules, situational judgment
•Challenge them — "What would you do differently if the champion left?"
•Tone: Collaborative, coaching-oriented

For Senior Reps (2+ years, top performers)

•Be brief — they don't need hand-holding
•Provide intel, not instructions — competitive data, deal insights, customer patterns
•Focus on advanced scenarios — multi-threaded deals, executive selling, complex negotiations
•Ask their opinion — "You've seen this before — what's worked?"
•Tone: Peer, strategic partner

For Managers

•Data-driven — metrics, trends, comparisons
•Team-level patterns — not just individual deals
•Coaching-ready — frame insights as coaching conversation starters
•Action-oriented — "Here's what to focus on in your 1:1s this week"
•Tone: Strategic, analytical

Building a Profile

From Scratch

When you don't have a profile yet:

•Ask role and experience level
•Ask about recent deals (2-3 wins and losses)
•Ask what they feel strongest/weakest at
•Ask their manager for input (if available)
•Create initial profile in memory/team.md

From Interactions

Every time a rep uses the plugin:

•Note what they asked for help with (signals a gap)
•Note what they didn't need help with (signals strength)
•After coaching sessions, update skill scores
•After deal outcomes, update deal patterns
•Track improvement trends over time

From Data

If CRM is connected:

•Pull win rate, deal size, cycle length
•Identify which stages they lose deals at
•Compare to team averages
•Auto-generate data-driven skill insights

Profile Dashboard

When a manager or rep wants to see the profile:

markdown

# Rep Profile: [Name]

**Performance Snapshot**
| Metric | This Quarter | Last Quarter | Team Avg |
|--------|-------------|-------------|----------|
| Quota Attainment | [X]% | [X]% | [X]% |
| Win Rate | [X]% | [X]% | [X]% |
| Avg Deal Size | $[X] | $[X] | $[X] |
| Avg Cycle Length | [X] days | [X] days | [X] days |

**Skill Map** [Visual representation of strengths and gaps]

**Top Priority:** [The one skill that would most impact their numbers]

**Recommended This Week:**
1. [Specific practice exercise using plugin skill]
2. [Call to review for coaching moment]
3. [Content to study]

Related Skills

•sales-coaching → Updates skill scores after coaching sessions
•win-loss-analysis → Updates deal patterns after post-mortems
•All skills → Read rep profile to personalize output depth and focus
•gtm-memory → Rep profiles are stored in the team.md memory file