How This 8-Figure Leader Built a Remote Sales Org of Elite Performers

Most sales leaders underestimate what it actually takes to scale a sales org.

They think if they just hire more reps and give them a script, revenue will follow. That's not how it works.

Evan Hudson, President at Unishippers, runs a 100% remote sales organization where reps self-source leads, book their own meetings, and close deals independently. No BDR team. No warm handoffs. Pure full-cycle selling.

Here's what he's learned about scaling without sacrificing culture or performance.

The Real Constraint Is Hiring

Every sales job is not a fit for everybody. That sounds obvious, but most leaders hang on too long. They invest time, energy, and resources into someone who's fundamentally not the right fit. Then they wonder why the team isn't hitting number.

Evan's philosophy is simple. If someone's not winning, you're doing them a disservice by keeping them around. They could go do something else where they'll be successful and have a much more enjoyable life.

The hard part is knowing when to cut bait. For Evan, it starts with understanding whether it's a skill issue or a will issue. Skills can be coached. Will cannot.

Judgment Matters More Than Charisma

When most leaders hire, they go after dynamic personalities. The rep who's persuasive in the interview. The one with the big presence.

That's the wrong approach.

Evan looks for intelligent people who can understand the process and replicate it over and over again. Reps who have high judgment. Because in a self-sourcing model, you can have a pipeline chock full of 50 or 60 qualified people, but only 10 or 15 are actually the right people.

If a rep doesn't have the judgment to identify the right targets, they'll waste time on deals that were never going to close. And no amount of coaching fixes bad judgment.

That's why Evan recruits former athletes. Not because they played sports, but because they understand that games are won in practice. They know the work happens when no one's watching. That mentality transfers to sales.

Structure Beats Talent Every Time

When you go remote, you lose the natural accountability that comes from being in an office. You can't see who's grinding and who's slacking. You can't control structure the same way.

That means you need to hire people with extreme self-discipline. People who don't need to be micromanaged. People who understand that it takes hard work and grind to win.

For Evan, the filtering starts in the interview process. If everyone on the team doesn't feel like it's a hell yes to hire this person, it's a hell no. No exceptions.

Then they bring the rep through a two-week boot camp with a full-time sales trainer. Not a sales leader. A trainer. That way, they get three data points. Recruiting. Training. Performance on the job.

If red flags show up along the way, they cut fast. Because keeping underperformers on the team destroys culture faster than anything else.

The Bottom Line

Scaling a remote sales org isn't about lowering your standards. It's about raising them.

Hire for judgment and self-discipline. Train relentlessly. Coach hard. And when someone's not a fit, move on fast.

Your top performers are watching. If you let mediocrity slide, they'll lose respect for you. And they'll leave.

Build the system. Hold the standard. Scale with excellence.