30-60-90 day plan generator
Enter the role, what you were hired to achieve, and the systems to learn first — get a three-phase plan with a check-in question for each phase. The plan weaves in exactly what you provide and marks what you did not as placeholders: a structure to bring to your manager, not invented specifics.
Resume workflow
Example output structure
30-60-90 day plan — Senior Data Analyst at Fictional Payments DAY 1–30 · Learn the landscape - Meet Priya in week 1: ask what a great first 90 days looks like for them, and which stakeholder to know first. - Map the stakeholders: one conversation each with the people your work touches. Ask what they wish worked better. - Learn the landscape: the monthly close pipeline and its dashboards. Read before you propose. - Ship one small, safe win end-to-end — a fix, a doc, a cleanup — to learn how work actually moves here. - Keep a day-one journal: every surprise, acronym, and question. It becomes your onboarding doc for the next person. Check-in (day 30): "Here is what I have learned, here is where I can add the most first. Does that match what you need?" DAY 31–60 · Own a lane - Take full ownership of one area connected to your first goal: automate the reconciliation exceptions. - Establish the baseline: measure how the thing you own performs today, so day-90 claims have a before. - Set a weekly feedback loop with your manager — 15 minutes, same slot, no agenda theatre. - Build one relationship outside your team (a peer team, a customer, a support lane). - Draft the plan for your second goal: [the second outcome you were hired for]. Check-in (day 60): "Here is the baseline, here is the plan, here is where I need a decision from you." DAY 61–90 · Deliver and extend - Land a measurable improvement on automate the reconciliation exceptions and document the before/after. - Present a short written review: what you learned in 90 days, what you would do next, where you see waste or risk. - Propose your next 90 days in one page — priorities, not tasks. - Make one process permanently better (a checklist, a template, an automation) so your onboarding is not the last thing you improved. Check-in (day 90): "Here is the result against the baseline, here is what I propose next. Where do you agree and where would you push back?" This scaffold is yours to mark up — the specifics that matter (systems, metrics, stakeholders) are the ones you and your manager name in week 1.
Common questions
When do I send a 30-60-90 plan?
Best use: bring a draft to the final interview or the first week, and mark it up live with your manager. The mark-up is the point — it shows how you think, and their edits tell you what they actually value.
What if I don't know the goals yet?
Leave the goals out and the plan uses labeled placeholders. Fill them in week 1 — the day-30 check-in is the natural moment to confirm them.
Is this plan invented?
No. Every line is a structure from what you entered — role, company, goals, systems. Where you gave nothing, the plan says so instead of inventing company specifics.