Onboarding that makes the first 90 days count

You hire strong people. But the first months still depend on how busy their manager is, how clearly expectations are set, and whether the new hire even knows what questions to ask. Six months in, they are preparing for the first review and realising nobody ever agreed on what good looks like. We fix that.

The Problem

Most growing teams focus on hiring well. The onboarding gets figured out as they go. Without a clear structure for the first 30, 60, 90 days, every new hire has a slightly different experience and inconsistency compounds when people don't have answers to the simple questions:

• What does good performance look like here at my level?
• What should I be able to do independently after one month?
• How will I know if I'm on track?
• What will be evaluated during probation?

When the answers are vague, two things happen: managers improvise and reviews become harder and more subjective.

Our Approach

That's where we come in. We design onboarding systems that plug directly into your career framework and review process, so performance standards are set from day one, not figured out several months later.

This works best for teams of 30 people and above that are hiring consistently and want onboarding to reinforce their growth system.

How we'll work together

Phase 1: Audit the real experience (1 week)

We talk to recent hires and managers to understand what onboarding actually looks like. We map the first 90 days as they really happen, identify where expectations break down, and review how probation decisions currently get made.

Phase 2: Define performance expectations for the first 90 days (2 weeks)

We define clear 30/60/90 day milestones connected to your career levels. Concrete performance signals at each stage. A clear definition of what successful probation looks like. And early warning signs so managers know when someone is off track.

Phase 3: Design the manager system (1-2 weeks)

We give managers the tools to lead onboarding consistently: templates for first-month check-ins, feedback milestones tied to probation decisions, clear documentation, and alignment with your review cycles. Optional: we set up simple tracking inside your existing tools.

What you'll walk away with

• A structured 30/60/90 day onboarding framework
• Probation criteria that connect to your actual career levels
• Managers who know how to evaluate early performance consistently
• Reduced early attrition risk