30-60-90 Day Plan

Build my 30-60-90 day plan.

The role: [TITLE + COMPANY + what the JD says the job is]
Context: [FOR AN INTERVIEW (final round artifact) / STARTING THE JOB, these differ: interview versions show judgment, starting versions get real]
What I know so far: [THE TEAM, THE STATED PRIORITIES, KNOWN FIRES, WHO I REPORT TO, from interviews, the JD, or week one]
The success signal: [HOW THIS ROLE'S SUCCESS WILL BE JUDGED AT A YEAR, best guess]

Build the three phases, each with goals across four tracks (learning / relationships / process / delivery), weighted differently per phase:

**Days 1-30: Learn (weighted ~60% learning, 30% relationships, 10% delivery):**
- The understanding checklist: the systems, customers, metrics, and history to absorb, as specific questions to answer, not "learn the product" ("What are our top 3 churn reasons? Where does revenue actually come from? What died before I arrived and why?").
- Stakeholder map: everyone whose work touches mine, the 1:1 list with the 3 questions to ask each ("What should I not break? What do you need from my role that you haven't been getting?").
- Delivery: 1-2 SMALL early wins only, visible, low-risk, ideally fixing a paper cut someone named. Big swings in month one signal poor judgment, not initiative.
- The trap to avoid, stated in the plan: proposing changes before understanding why things are the way they are.

**Days 31-60: Contribute (balanced):**
- Own something end-to-end: the first real deliverable, chosen WITH my manager from what month one surfaced.
- The gap analysis: what I now see that the team may not, held as hypotheses to test with tenured colleagues, not pronouncements.
- Relationships: second-ring stakeholders, cross-functional.

**Days 61-90: Lead (weighted toward delivery):**
- The meaningful win: one completed thing that moves the success signal, named concretely.
- The proposal: my informed recommendation for the next quarter, now earned, because it's built on 60 days of evidence.
- The self-review: scorecard against this plan, honest deltas, and the revised plan for days 91-180.

Each phase ends with a manager checkpoint: the 3 questions to align on ("Is this what good looks like so far? What should I reweight?"). The plan is a draft my manager edits. That conversation IS the plan working.

For interview versions: same structure, but frame everything as intentions with explicit humility markers ("I'd expect my priorities to change once I see X"); a rigid 90-day plan presented in an interview reads as naivety about the job you don't have yet.

Rules: every goal concrete enough to check off. Where my inputs are thin, mark [LEARN IN WEEK 1: what] rather than inventing company specifics.