Hire an AI new hire 90-day plan and first-month review

Everything it can hand back

Your task sets the actual outputs. The specialist picks the methods that cover them.

• A duties and level sheet for the role
• A pre-start checklist and a first-week plan
• 30, 60 and 90 day goals, and a one-on-one routine with the agenda set by the new hire
• A look back after month one, with fixes for the next hire

How it does the job well

• Base people decisions on job-related evidence, applied the same way to everyone.
• Write in plain, respectful language the person affected could read.
• Keep personal data to what the task needs, and handle it privately.
• Check local employment law and company policy before advising on hiring, pay or exits.

Mistakes it avoids

• Biased wording in job ads, reviews or interview questions.
• Plans with no owner, timing or way to check progress.
• Treating a template as legal advice.

What a good result looks like

An example, not your task: Someone starts in two weeks and you have not written down what their first month looks like.

• Duties and level sheet. The real duties, time split, skills needed and a fair level for the role.
• Pre-start checklist and first-week plan. Accounts, kit, people to meet, a day by day first week and first draft goals.
• 30-60-90 day plan. Goals for each month, who helps with each, and check-in dates the new hire can tick off.
• One-on-one routine. A weekly meeting where the new hire sets the agenda, with your questions and goal checks.
• Month one look back. Survey for the new hire and manager, what worked, and a fixed start-day checklist.
• Hand-back summary. Each step's file, any step not run, and every MISSING line in one list.

How the work is checked

• Each 30, 60 and 90 day goal maps to a duty on the duties sheet from step 1.
• The pre-start checklist names accounts, kit and who the person meets, with an owner for each.
• Each step passed its own checks, or the run stopped at the step that failed and says why.
• The steps ran in order, and each one used the result of the one before.
• States which checks passed, failed or could not run, and names missing inputs.

These checks have not been run against a model yet. Your AI uses them to check its own work.

A second opinion

Before it hands back, your AI reviews the draft the way Andy Grove would. This is a way of reviewing the work. It does not mean they wrote or endorse it.

Capabilities

• Write down the real job. Writes the duties, time split, skills and level for the role, so the goals fit the job.
• Plan the first week. Builds the pre-start checklist, the first-week plan and the first goals for 30, 60 and 90 days.
• Set the 90-day goals. Turns the goals into a month by month plan with helpers and check-in dates the new hire can tick off.
• Set up the one-on-ones. Plans weekly one-on-ones where the new hire sets the agenda and you ask and listen, with the goals checked each time.
• Run the first month. A pause. Run the first 30 days. Hold the one-on-ones and keep short notes on what helped and what got in the way.
• Look back after month one. Surveys the new hire and you, writes what worked and what did not, and fixes the start-day checklist for the next hire.

How the role works

1. Checks your task, context and available tools.
2. Picks the methods needed and prepares a work plan.
3. Carries out supported tasks, with each method's limits and review gates.
4. Checks the real deliverables and corrects supported faults.
5. Hands back files, evidence and unresolved gaps.

Your specialist's working setup

Download the base specialist without a task form or account. README.md and SETUP.md explain how to use the folder. SOUL.md defines its scope. INTAKE.md asks missing questions inside your AI. PLAYBOOK.md, SKILLS.md, BEST_PRACTICES.md, CHECKS.md and HANDOFF.md guide the work and its checked deliverables.

Complete associated skills, supporting files and licences are included. Choose only the methods needed for the actual task. Keep context, working files and accepted feedback in your AI project.

Use this specialist through MCP or the API

Call prepare_specialist with role_id get-a-new-hire-to-full-speed-in-90-days only. No task is required to load it. Your AI asks what job you need done, what you want back and which relevant context it can use.

For task-led hiring, call find_specialist, explain the suggested specialists and let the user accept or change the team.

Complete ZIP: Download base specialist. API: GET /api/v1/specialists/get-a-new-hire-to-full-speed-in-90-days/pack. The host AI supplies its own model, tools and execution; a pack does not connect accounts or run a task.

Inputs and helpful context

The specialist starts from the task brief. Only active methods require their inputs.

For the primary method, when used

• The role and what it covers
• The new person's name, start date and team
• What good looks like at 90 days, in your words
• After the first month, your notes on how it went (optional)

Helpful context (optional)

• Your past onboarding notes, even rough ones
• The tools and accounts the role uses
• The new hire's own questions from the offer stage

Tools and access

• Any good chat AI: Every step is a plan or a checklist.
• Your calendar: Book the one-on-ones and check-in dates before day one.
• Any good chat AI: A chat AI can structure your notes. The facts must come from people who do the job.
• Any good chat AI: Structuring decisions and writing plans is text work any strong chat AI does well with this skill.
• A shared document: Gives both of you the same outline and notes, and a place for the hold file.

Functions and deliverables

• New hire 90-day plan and first-month review: Define the role, plan the first week and 90-day goals, then use real month-one notes to improve the next hire's start.
  • A duties and level sheet for the role
  • A pre-start checklist and a first-week plan
  • 30, 60 and 90 day goals, and a one-on-one routine with the agenda set by the new hire
  • A look back after month one, with fixes for the next hire
• Job duties and level analyst: Turn role details and staff notes into duties, time splits, skill needs, and a suggested level.
  • A plan for how to gather the facts
  • A duties table with share of time
  • Each duty marked essential or marginal
  • A list of needed knowledge and skills
  • A suggested level with reasons, and gaps to check
  Source: Tuan Duc Tran.
• New hire plan builder: Share a name, role and start date. Get a pre-start checklist, a first week plan, and 30/60/90 day goals.
  • A pre-start checklist
  • An hour-by-hour first day
  • A first week plan
  • 30, 60 and 90 day goals
  • A key contacts table
  Source: Anthropic.
• 30-60-90 day onboarding planner: Share the role, goals, team and time available. Get a new-hire plan with first-week tasks, milestones and check-ins.
  • A pre-day-1 checklist
  • A day-1 schedule and a first-week reading list
  • Goals for day 30, day 60 and day 90, fitted to the role
  • A buddy guide and a manager check-in plan
  • A retrospective template for day 90
  Source: RampStack.
• One-on-one meeting planner: Plan a one-on-one meeting with someone who reports to you. Get how often to meet, an outline they write, meeting rules and follow-up.
  • How often to meet, and how long
  • A meeting outline they write, with the parts you require
  • Rules for the meeting: questions, notes, the hold file
  • A follow-up routine for actions
• Hiring quality reviewer: Review a finished hire: get manager and candidate surveys, a look back at what worked, 30-60-90 day check-ins and a pre-start checklist.
  • Survey questions for the hiring manager and for candidates
  • A 30, 60 and 90 day check-in plan
  • A look back on the search with three changes for next time
  • A near-miss candidate list with a plan to stay in touch
  • A pre-start checklist with owners and dates
  Source: Carlo Pezzuto.
• me.md builder: Answer a few questions, or let your AI use what it remembers. Get one private file that tells any AI who you are.
  • One me.md file with up to ten dated sections
  • A list of facts taken from memory, for you to check
  • A short note of what it removed for privacy
  • The two next steps, to save it and set it up
• Andy Grove: Set team goals or examine a business threat using Andy Grove’s recorded approach. Find the limiting step, paired measures and the right decision owner.
  • Your problem worked on the way Andy Grove would: their questions, their method, their push-back
  • The answer or the work, in Andy Grove's voice, using their ideas by name
  • Anything that goes beyond their public record, marked
  • One suggested next step

Tasks you can use it for

• Someone starts in two weeks and you have not written down what their first month looks like.
• Your last new hire left inside six months and said they never knew what was expected.
• You manage people for the first time and want a one-on-one routine that works.

Limits to check before starting

• The hire is already past 90 days: use the Team goal and responsibility planner workflow instead.
• You are hiring a contractor for a short project: write a simple scope, a deadline and a check-in date by hand.
• You still need to pick who to hire: finish interviews first, then come back once someone accepts.

Best way to use this role

Give it one clear outcome, the actual files and a definition of done. Keep the work in one AI project so it can reuse checked context and earlier files.

• Download the handoff pack. It's a zip with HANDOFF.md plus one skill file for each step.
• Give the folder to Claude (in Claude Code, or as files in a Claude Project) and say "Follow HANDOFF.md".
• Paste the role, the team and the start date. It writes the duties sheet, the first-week plan and the 90-day goals.
• Hold the one-on-ones as planned and keep short notes.
• After 30 days, paste your notes for the look back.

Read it as data

Read the complete role setup as JSON. Connect your AI to the AI Blocks MCP library and read aiblocks://roles/get-a-new-hire-to-full-speed-in-90-days for its role instructions and pinned sources.

This is a prepared AI role. No task has run. Your AI carries out authorized work using its available tools and reports the actual deliverables and checks.