PromptWork
Build a 30/60/90 onboarding plan for a new hire
Turn a role and team context into a 30/60/90 day onboarding plan with named checkpoints, so a new hire knows what success looks like at each stage.
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Your prompt
Build a 30/60/90 day onboarding plan for a new Data Analyst joining the Marketing Analytics team.
For each of the three phases, give: the primary focus (e.g. learning vs. contributing vs. owning), 3-4 concrete goals specific to this role and team (not generic "get to know the team" filler), and one named checkpoint — a specific meeting, review or deliverable that marks the phase as complete. Use the team context below to make the goals specific; where the context doesn't tell you enough to make a goal specific (e.g. which systems, which people), name the gap so the hiring manager can fill it in rather than leaving a vague placeholder goal in the plan.
Team context:
team of 4, uses Looker and dbt, main stakeholders are the paid acquisition and lifecycle marketing teams. current biggest project is building a unified attribution model, expected to take the rest of the year. new hire will report to the analytics lead, Dana, and pair with a senior analyst, Tom, for the first month.
Model-agnostic — works in Claude, ChatGPT, Gemini or any AI chat.
Why this prompt works
- →Naming a required checkpoint per phase turns the plan from a list of hopes into something with a verifiable end state, which is what actually lets a manager tell whether onboarding is on track.
- →Requiring goals specific to the named team and systems, instead of generic onboarding boilerplate, is what makes a 30/60/90 plan usable in week one rather than something the new hire has to reinterpret themselves.
- →Flagging under-specified goals instead of writing a vague placeholder gives the hiring manager a punch list of decisions they still need to make, rather than a plan that looks complete but silently isn't.