90-Day Planner
Structured 30-60-90 day plans that set up new hires, promotions, and lateral moves for success — with milestones, skill targets, and quick wins.
Every transition gets a structured plan
Not just for new hires — 90-day plans for promotions, lateral moves, and new project assignments too.
New Hire Onboarding
Days 1-30: Learn the landscape — systems, processes, stakeholders, culture. Days 31-60: Contribute independently — own deliverables, build relationships, identify quick wins. Days 61-90: Drive impact — lead initiatives, propose improvements, demonstrate value. Each phase has specific milestones.
Promotion & Lateral Moves
Internal transitions need just as much structure as external hires. AI generates plans that account for existing organizational knowledge while mapping the new skills, relationships, and responsibilities required at the next level or in the new function.
Quick-Win Identification
AI identifies likely quick wins based on the role, team context, and common early-impact opportunities. New joiners build credibility faster when they deliver visible results in the first 30 days.
Onboarding feeds into the talent system
Skill Gap Integration
For new hires who came through WeSoar's assessment pipeline, skill gaps identified during hiring automatically populate the 90-day plan's development targets. No information is lost in the handover from TA to L&D.
Relationship Mapping
AI maps the key stakeholders, peers, and cross-functional partners the new person needs to meet in the first 90 days. Relationship-building is planned, not left to chance.
Manager Visibility
Managers track 90-day plan progress through dashboards — milestone completion, check-in notes, and development targets. Early warning if onboarding is going off-track.
Frequently Asked Questions
What types of transitions does the 90-Day Planner cover?
New hires, internal promotions, lateral moves, and new project assignments. Each type gets a tailored plan that accounts for the specific transition context — external hires need cultural orientation; promotions need new-level skill development; lateral moves need functional onboarding.
Does the plan connect to hiring assessments?
Yes. For candidates assessed through WeSoar's talent acquisition pipeline, skill gaps identified during screening automatically feed into the 90-day plan's development targets — creating a seamless transition from hiring to onboarding to development.
Can managers track 90-day plan progress?
Yes. Managers see milestone completion, check-in notes, and development targets through dashboards. The plan integrates with WeSoar's check-in system so progress is tracked through regular 1:1 conversations.
How does the planner identify quick wins?
AI analyzes the role, team context, and common early-impact opportunities to suggest likely quick wins. These help new joiners build credibility and momentum in the first 30 days.
Explore connected features
Ready to improve onboarding outcomes?
See how structured 90-day plans can accelerate time-to-productivity.