Life Events · CareerGo from 'the new person' to someone they'd hate to lose in 90 days.
AI builds your week-by-week strategy — week 1 listen, month 1 quick wins, month 3 deliver — with 1:1 scripts, a six-area self-assessment, and review templates for every milestone.
90
day playbook
3
quick wins found
30/60/90
milestone reviews
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Instant delivery to your emailThe Problem
Most new starters have no plan for the months that set the tone.
New hires rarely leave because they couldn't do the job
When it goes wrong early it's usually about the other things — misreading what was expected, not building the right relationships, or delivering nothing visible while quietly learning for three months.
Week one is mostly smiling and nodding
Very few organisations give a new starter a real onboarding plan. You're expected to work it out from context while looking like you already have.
Nobody tells you who to talk to or when to speak up
Say too much too early and you're the new person with opinions. Say too little and you're invisible by the time anyone forms a view. There's no guide, and the calibration differs by company.
First impressions are easier to set than to correct
By the end of the first month people have a working theory about you. It isn't permanent — but changing it takes considerably more effort than getting it roughly right in the first place.
What You Get
Your complete playbook for the first three months.
90-Day Strategy Map
Week by week, built around your role, company and team.
1:1 Meeting Scripts
Questions for your boss, peers and stakeholders.
Quick Win Finder
Visible early wins that don't tread on anyone's territory.
Onboarding Self-Assessment
Six areas rated at day 30, 60 and 90 to show movement.
Milestone Review Prep
A summary for your manager and the question that gets truth.
Weekly Rhythm
Two small actions a day that compound over three months.
How It Works
From nervous new starter to someone with a plan.
1
Enter your role and situation
Title, company, team size, what your manager expects — and crucially, why the role is open.
~5 minutes2
Get your 90-day playbook
A phase-by-phase plan: listen, win, deliver, own — with who to meet in what order and the trap specific to your situation.
~3 minutes3
Execute, rate, and check in
Follow the weekly rhythm, use the scripts, and rate the six areas at each milestone so progress is visible rather than felt.
~10 min/week90 days
with a plan behind them — meetings that produced something, work people can point at, and a clear answer when someone asks how it's going
Week 1
who to meet and what to ask
Day 30
first visible win delivered
6
areas rated three times
Questions
Everything you need to know.
I start next week — is there still time to use this?
Ideally you'd start before day one, but the plan builds from wherever you are. Already in week two? Start with the meeting scripts and the quick win finder. In month two? Run the self-assessment and recalibrate. Nothing here assumes a clean start.
Does this work for any role or industry?
It adapts to your role, company type and team structure — a VP at a large corporate gets a different plan from a junior developer at a startup, and the prompts are explicitly told not to hand a director's playbook to a graduate. Where the advice depends on culture, it says so rather than assuming everywhere works the same way.
What are 'quick wins' and why do they matter?
Small, visible, finishable things — tidying a process people already complain about, writing the document everyone keeps asking for, taking on the job nobody wanted. They matter because they give people something concrete to associate with you early. The finder also flags the other half: checking nobody already owns it, and what not to touch in month one however broken it looks.
What should I ask my manager in the first 1:1?
The one that does the most work is what success looks like at day 90. It forces expectations to be said out loud and gives you a target you can point at later. If your manager can't answer it, that's genuinely useful information in week one rather than month six.
How do I know whether I'm actually doing well?
That's what the self-assessment is for. Six areas — role clarity, relationships, knowing how things work, visible delivered work, alignment with your manager, and feeling settled — rated at day 30, 60 and 90. The score isn't the point; the movement between them is, and it gives the milestone conversations something concrete to work from.
I'm nervous about starting — is that normal?
Very. Feeling like an impostor in a new role is common and usually lags your actual competence rather than reflecting it. Preparation is the part you can control, which is most of what this is: instead of running scenarios at 2am, you have a plan for the first week and a question to ask on day one.
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