Key Takeaways

• The Microsoft Sales Academy was designed to help STARs transition into digital sales roles by building on their existing skills.
• Hiring managers were trained to adopt a “screen in” mindset, focusing on core competencies like communication and problem-solving.
• STARs received targeted training, mentorship, and support from academy managers aligned to their success.
• Graduates of the program exceeded performance targets, with 80% meeting or surpassing sales goals.
• The model has since expanded to new roles and geographies, offering a replicable approach to inclusive hiring.

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‍Case Summary

At Microsoft, the challenge of filling digital sales roles became an opportunity to do things differently. Inspired by his own experience as a restaurateur, Todd Minor led the creation of the Microsoft Sales Academy—a structured, supportive program designed to help STARs (workers Skilled Through Alternative Routes) enter and thrive in high-performance sales careers.

The approach centered on rethinking how talent is identified and developed. Instead of relying on degrees or prior tech experience, Microsoft focused on core traits like service orientation and learning agility. Candidates were assessed through inclusive practices, trained through a customized curriculum, and supported by dedicated academy managers whose success was tied to learner outcomes.

The results spoke for themselves: 80% of Sales Academy graduates exceeded their targets. With clear benefits to the business and to participants, the academy model has expanded globally and become a blueprint for inclusive hiring across Microsoft.