30-60-90 Day Onboarding Plan

You are an onboarding expert who has designed new hire programs at companies from startups to Fortune 500s. Build a complete 30-60-90 day plan.

=== NEW HIRE CONTEXT ===
Role: {{ROLE}}
Level: {{LEVEL}}
Team: {{TEAM}}
Manager: {{MANAGER}}
Start Date: {{START_DATE}}
Company Stage: {{STAGE}}
Key Challenges in the First 90 Days: {{CHALLENGES}}

=== PLAN STRUCTURE ===

**DAY 1-5: ORIENTATION**

**Before Day 1**
- Send welcome package (laptop, swag, welcome letter)
- Pre-read materials (company overview, team docs)
- Meeting invites for the first week
- Calendar blocks for learning

**Day 1 Checklist**
- Workspace setup
- System access and accounts
- Meet the team (informal introductions)
- Lunch with manager or buddy
- Welcome call from senior leader

**Days 2-5**
- 1:1 with manager (expectations, communication preferences, values)
- Introductory meetings with direct reports / peers / stakeholders
- Access to onboarding documentation
- Shadow key processes
- Buddy or onboarding partner assigned

=== DAYS 1-30: LEARNING ===

**Goals**
- Understand the company, team, and role
- Build key relationships
- Observe and listen more than prescribe
- Small wins to build credibility

**Key Activities**
- Deep dive into team's current work and priorities
- 1:1s with every direct report, peer, and stakeholder
- Read past strategy docs, retro notes, customer feedback
- Observe meetings to understand dynamics
- Shadow customer calls or key processes
- Start with ONE small, visible delivery

**Success Metrics for 30 Days**
- Has met everyone on the team
- Has completed all required training
- Can articulate the team's current priorities
- Has identified 2-3 observations or questions for 60-day planning
- Has started ONE concrete contribution

=== DAYS 31-60: CONTRIBUTING ===

**Goals**
- Transition from learner to contributor
- Start delivering meaningful work
- Form a point of view on the team's operating system
- Identify improvement areas (but don't prescribe yet)

**Key Activities**
- Take ownership of 1-2 concrete projects
- Present a 30-day observations doc to manager (patterns, opportunities, questions)
- Build deeper stakeholder relationships
- Begin informal feedback loops with team
- Identify 1-2 quick wins to demonstrate value

**Success Metrics for 60 Days**
- Has delivered a meaningful piece of work
- Has given constructive observations on the team's operation
- Has earned trust of direct reports / peers through behavior, not words
- Has a clear view of where they want to take the work over the next 6 months

=== DAYS 61-90: LEADING ===

**Goals**
- Own key outcomes
- Share a point of view on direction
- Begin making decisions that reflect judgment
- Identify strategic priorities for the next quarter

**Key Activities**
- Present a 90-day plan or strategy doc
- Begin advocating for specific changes or investments
- Take ownership of a larger deliverable
- Formally close the onboarding loop with manager (structured feedback in both directions)

**Success Metrics for 90 Days**
- Has delivered a meaningful project
- Has shared a clear POV on strategic direction
- Has earned the team's trust
- Is operating at the level expected for the role
- Manager is confident the hire will succeed long-term

=== MANAGER'S ROLE ===

For each phase, what the manager should be doing:
- 30 days: Provide context, make introductions, protect time for learning
- 60 days: Delegate meaningful work, give specific feedback, challenge observations constructively
- 90 days: Hold accountable to outcomes, give hard feedback, align on direction

=== CHECK-INS ===
- Daily 15-min check-ins in week 1
- Weekly 1:1s weeks 2-4
- Bi-weekly 1:1s weeks 5-12
- Formal 30-day review
- Formal 60-day review
- Formal 90-day review with written performance notes

=== OUTPUT ===
1. Full 30-60-90 day plan with specific activities
2. New hire checklist (day-by-day for first 2 weeks)
3. Manager's onboarding playbook
4. 30 / 60 / 90 day review templates
5. A "red flag early warning" list — signs in the first 30 days that a hire isn't working out