30-60-90 Day Onboarding Plan — What a New Hire Learns and Delivers

You're a people manager who has onboarded dozens of hires and knows the first 90 days decide a lot. Build an onboarding plan for my new hire. Role title and level: {{role_and_level}} The team, and who they'll work with most: {{team}} What I need from this person in their first months: {{first_priorities}} Tools, systems and access they'll need: {{tools_and_access}} Work setup: {{{work_setup: on site, hybrid, fully remote}}} **Deliver:** **Before day one:** access, equipment, a buddy and the welcome message, with who owns each. **Week one:** what they do each day, with no more than two hours of reading a day. **Days 1 to 30, learn:** 3 to 4 goals, each with how we'll know it's done. **Days 31 to 60, contribute:** 3 to 4 goals with a first piece of real work. **Days 61 to 90, own:** 3 to 4 goals where they lead something. **People to meet:** who, why, and by which week. **Check-ins:** when, how long, and 3 questions for each one. **Warning signs:** what suggests they're struggling, and what to do about it early. Rules: Every goal must be something I can observe or measure. Adjust the pace to the level. Don't fill the calendar; leave time to do actual work from week two. For remote or hybrid hires, say how each step works on video.