30-60-90 Day
Plan Template

What’s included in this resource:

30, 60, 90 day goals for each role.
Tasks to be completed by 30, 60, 90 days of onboarding.
Key meetings to be held in the first 90 days of onboarding.
Additional resources for new hire support & assessment.

Thank you! Your submission has been received!

Oops! Something went wrong while submitting the form.

What is a 30 60 90 Day Plan?

A 30-60-90 day plan breaks a new hire's first three months into clear phases. New hires know what's expected, and managers know what to look for. Companies that use these plans see better retention and faster ramp-up times.

Learn

Complete onboarding and meet key team members

Learn company systems, tools, and processes

Contribute

Complete first independent project

Contribute to team meetings and share insights

Own

Lead a project from start to finish

Identify and implement a process improvement

Benefits of a 30-60-90 day plan

A 30-60-90 day onboarding plan isn't just good practice - it delivers measurable business results that impact your bottom line.

Faster Ramp-up

New employees reach full productivity 30-40% faster with a 30-60-90 day plan. By removing guesswork and providing clear priorities, you speed up the learning curve and ensure every week builds meaningfully on the last. That means you get ROI from your hire sooner.

Lower Turnover

When new hires have a clear roadmap and feel supported from day one, they're significantly more likely to stay long-term. The clarity of a 30-60-90 day plan directly addresses the uncertainty that drives early departures.

Stronger culture

A well-designed onboarding plan enables relationship-building across teams. By scheduling meetings with key members and creating opportunities for collaboration, new hires build the relationships they need to succeed while strengthening overall team cohesion.

Download the Free Template

How to write a 30-60-90 day plan

Follow these six steps to customize your template and create an effective onboarding plan that sets your new hires up for success.

Step 1

Define Role Objectives and KPIs

Clarify responsibilities
Set success criteria
Align expectations

Step 2

Segment the Timeframes (30/60/90)

30 days - Learning phase
60 days - Application phase:
90 days - Ownership phase:

Step 3

Design Learning and Development Activities

Training modules
Shadowing and mentoring
Knowledge resources

Step 4

Build Relationship and Integration Milestones

30 days: Meeting the team
60 days: Join cross-functional meetings, collaborate on small projects.
90 days: Lead a meeting

Step 5

Establish Checkpoints and Feedback Loops

Weekly Check-ins
Build a Feedback Loop
Formal Evaluations

Step 6

Document and Communicate the Plan

Create a written plan that outlines expectations, milestones, and resources
Share with the new hire and manager
Adjust as needed based on feedback

Step 1

Define Role Objectives and KPIs

Clarify responsibilities
Set success criteria
Align expectations

Step 2

Segment the Timeframes (30/60/90)

30 days - Learning phase
60 days - Application phase:
90 days - Ownership phase:

Step 3

Design Learning and Development Activities

Training modules
Shadowing and mentoring
Knowledge resources

Step 4

Build Relationship and Integration Milestones

30 days: Meeting the team
60 days: Join cross-functional meetings, collaborate on small projects.
90 days: Lead a meeting

Step 5

Establish Checkpoints and Feedback Loops

Weekly Check-ins
Build a Feedback Loop
Formal Evaluations

Step 6

Document and Communicate the Plan

Create a written plan that outlines expectations, milestones, and resources
Share with the new hire and manager
Adjust as needed based on feedback

Why Trust Pearl Talent

We've helped over 500 companies build world-class remote teams through strategic hiring and onboarding. Our exclusive local networks and rigorous vetting means you’re getting top 1% remote talent and proven playbooks to scale your business.

Exclusive Local Talent Networks

We maintain exclusive partnerships with prestigious companies and universities across LATAM and the Philippines, giving you access to pre-vetted professionals who are smart and driven. Our network advantage means you're not just filling roles - you're strategically scaling your team with the best available remote talent.

Top 1% Vetting Process

Every candidate we present has passed technical tests, culture fit evaluations, and reference checks. We vet candidates to the highest standards, saving you countless hours, lost revenue, and headaches that normally come with mis-hires.

Satisfaction Guarantee

Our job doesn’t end when a talent has joined your team. We ensure that they’re fully integrated and actively contributing to your company’s growth. If a hire doesn’t meet your expectations within the first 90 days, we’ll work with you to understand why and replace them at no additional cost.

Set up your New Hire for Success through Strategic Onboarding

Great onboarding doesn't happen by accident. It takes structure, clear communication, and intentional touchpoints. Here's how to get it right from day one.

Meetings & Agendas

Schedule regular check-ins throughout the first 90 days. Use structured agendas to track progress, answer questions, and adjust goals as needed.

Delivering Performance Feedback

Don't wait until day 90 to give feedback. Share what's working and what needs adjustment early and often.

Stakeholder & Team Integration

Help new hires build the right relationships from the start. Introduce them to key stakeholders, schedule cross-functional meetings, and create opportunities for collaboration.

Using a 30-60-90 Day Plan

Give every new hire a clear roadmap with goals and expectations for month 1, 2, and 3. A structured plan helps them ramp up faster while making meaningful connections within the team.

Using an HR
Onboarding Checklist

Make sure nothing gets missed during onboarding. Our comprehensive checklist covers everything from paperwork to IT setup, so you can focus on making new hires feel welcome and prepared.