SAMPLE 30/60/90-DAY PLAN

You made the hire. Now help them succeed.

Hiring Confidence™ Professional turns what you learned during the hiring process into a practical 30/60/90-day onboarding plan built around the candidate, the role, and the environment they're joining.

Most 30/60/90 plans start with the job description. Ours starts with the hiring decision.

THE EXAMPLE

A plan built around the person you hired.

This example shows how Hiring Confidence Professional can carry information from the hiring decision into the first 90 days of employment.

Rather than starting over after the offer is accepted, strengths, development areas, role expectations, company-stage considerations, and required onboarding milestones can become inputs to the onboarding plan.

SAMPLE CANDIDATE
Jane Smith
VP / Head of Sales Engineering
Company Acme AI
Stage Series B
Primary Focus Build & Scale
SAMPLE PROFESSIONAL OUTPUT

The first 90 days shouldn't be “figure it out.”

The plan connects what was learned during the assessment to what should happen after the candidate joins the company.

30 DAYS
FIRST 30 DAYS

Learn & Align

INITIAL PRIORITIES

  • Understand the business, customers, product, and enterprise sales motion.
  • Build working relationships across Sales, Product, and Engineering.
  • Observe current discovery, demos, technical validation, and POC practices.
CANDIDATE-SPECIFIC FOCUS

Begin validating the ability to operate effectively in a less structured, high-growth environment.

SUCCESS LOOKS LIKE

Clear understanding of the business, team, expectations, and immediate priorities.

60 DAYS
DAYS 31–60

Apply & Validate

INITIAL PRIORITIES

  • Begin leading key technical sales activities and customer engagements.
  • Evaluate the current discovery, demo, and POC operating model.
  • Identify gaps in technical revenue process, coverage, and enablement.
CANDIDATE-SPECIFIC FOCUS

Demonstrate resource independence and adapt enterprise experience to the company's current stage.

✓
REQUIRED ONBOARDING MILESTONE Complete required product / technical certification Target: Day 60
90 DAYS
DAYS 61–90

Own & Deliver

INITIAL PRIORITIES

  • Take ownership of the technical revenue operating rhythm.
  • Establish measurable priorities and success metrics.
  • Present recommendations for team structure, process, and future hiring.
CANDIDATE-SPECIFIC FOCUS

Demonstrate the ability to build the function—not simply inherit an established operating model.

SUCCESS LOOKS LIKE

Clear ownership, measurable impact, and an agreed plan for continued growth.

This is an illustrative preview. A Professional plan reflects the specific candidate, role, assessment evidence, development areas, company environment, and onboarding requirements entered during the hiring process.
FROM HIRING TO ONBOARDING

Don't throw away what you learned during the interview.

By the time you make an offer, your team has already learned a great deal about the candidate.

Hiring Confidence Professional helps carry that information forward instead of letting it disappear once the hiring decision is made.

01 Candidate Capability
↓
02 Role & Company Fit
↓
03 Strengths, Risks & Development Areas
↓
04 Required Onboarding Milestones
↓
05 30/60/90-Day Plan
ROLE-SPECIFIC REQUIREMENTS

Some roles come with requirements of their own.

Certifications, technical enablement, compliance training, product accreditation, and other required milestones can become part of the onboarding plan.

01 Internal Certification

Company or product-specific technical requirements.

02 External Certification

Vendor, cloud, security, or industry credentials.

03 Required Training

Security, compliance, methodology, or technical enablement.

04 Other Milestones

Role-specific requirements unique to your organization.

You define the requirement. Hiring Confidence Professional incorporates it into the candidate's onboarding priorities and timeline.
HIRING CONFIDENCE™ PROFESSIONAL

You made the hire. Now give them a chance to succeed.

Turn the evidence behind the hiring decision into practical guidance for what comes next.

Explore Professional → View the Professional Report →