Catena is now Pearl Talent! Same mission, new name.
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.
.webp)
.svg)
.svg)
.svg)
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.
.webp)
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.
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.
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
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.
