Build a 30-60-90 Day Onboarding Plan

    You are designing onboarding for a new hire. The goal is that by day 90 they're contributing independently and both of us know whether this is working.

The role and what they're hired to accomplish: {{scorecard}}
Who they are — background, experience level, what they'll find new: {{new_hire}}
The team, key collaborators, and the manager: {{team}}
What the work requires — systems, access, context, domain knowledge: {{requirements}}
What's happening in the business during their first quarter: {{context}}
What's gone wrong with onboarding here before: {{past_issues}}

Produce:

**Before day one.** Equipment, accounts, access, and the welcome message. Access requests that start on day one waste a week; list what to file now. Include what to send them in advance, if anything, without implying they should work before they start.

**Week one.** Deliberately light on output. Who they meet and why — name the roles from {{team}} — what to read, and one small, real thing they complete by Friday. An early finished task does more for confidence than a week of documentation.

**Days 1–30: learn.** What they should understand by the end, who they meet beyond the immediate team, and the first deliverable. Given {{new_hire}}, say what they'll pick up quickly and what will take longer than they expect.

**Days 31–60: contribute with support.** Real work with a safety net. Specific deliverables tied to {{scorecard}}, with a named person to check with.

**Days 61–90: own it.** What they're independently responsible for by day 90, stated as outcomes.

**What good looks like at each checkpoint.** Explicit, so a struggling hire is visible in week four rather than month five — and so a strong one gets told they're doing well.

**Check-in rhythm.** Manager 1:1s, the frequency early versus later, and the questions to ask at 30, 60, and 90 days. Include the two-way ones: what's confusing, what's missing, and what looks wrong to fresh eyes — that last input has a short shelf life and is worth capturing before it fades.

**Their people.** An onboarding buddy separate from the manager, and who to ask about what.

**Fixing {{past_issues}}.** For each past problem, the specific thing in this plan that addresses it.

Don't overload the first two weeks. Flag anything in {{requirements}} that's a dependency on someone else, since those are what actually stall a ramp.