Fero Logistics ramped new hires 37% faster with Chambr
Fero's managers were spending 40-60 hours a month on shadowing and mock calls. Then they put Chambr in front of their new hires before the first live call.
Chambr helped us build a BDR program that is stronger and more foundationally sound. We gave our sales reps real opportunities without risking lost revenue from inexperienced calls. After their first round of live calls, the reps requested to use the platform again, which only created a stronger sales front.
Tristan MacLean, Growth & Marketing Director, Fero About Fero
Fero is a high-growth logistics company scaling its BDR team fast. In logistics, relationships are everything. A fumbled cold call doesn't just lose a deal, it closes a door. Fero needed new reps ready to represent the brand from day one, not after weeks of shadowing. They brought Chambr in with two categories of new hires: reps with prior sales experience and reps with none at all.
The Onboarding Problem
Managers were running the same mock calls and shadowing sessions week after week. Up to 15 hours of their time, every single week. New hires needed live-call exposure to get better, but live calls in logistics meant real prospect relationships on the line. There was no safe place to practice.
Fero introduced Chambr before the first live call. Both types of hires practiced daily until the structure was automatic. They pushed the AI into hard objections themselves, engineering difficult scenarios so real calls felt easy by comparison.
The experienced hire was field-ready in 2 weeks, faster than any previous hire at Fero. The cold-start hire, with zero prior sales experience, was making independent calls by week 3.
The Results
With Chambr handling repetition, 1:1 coaching sessions became focused and fast. Managers stopped running drills. They started coaching.
A Smarter Hiring Filter
Fero also ran Chambr during hiring. Candidates did a roleplay before the interview. It separated the ones who could sell from the ones who could just interview.
Some claimed technical issues. Chambr's team looked into it. Others gave it one shot and stopped there. The candidates Fero wanted asked for more sessions and kept coming back. Managers tracked improvement across sessions, spotting grit and coachability before making a single offer.
It helped us weed out the showy candidates. They looked good and sounded good but didn't perform against a difficult AI persona. The ones who really wanted to join asked for more opportunities. We saw their determination.
Tristan MacLean, Growth & Marketing Director, Fero What started as an onboarding tool is now how Fero screens, trains, and scales.
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