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HR & people1:1 & people

New hire 30-60-90 day check-in

30 minutes 5 blocks Free template

One check-in agenda for day 30, 60 and 90: impressions, workload and support, then agree next steps.

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Opens in the builder. No sign-up to try it; 14 days free to run it live.

By the end of this meetingRoadblocks are surfaced early and the new hire's role clarity, relationships and progress are confirmed.

30 min · 5 blocks, drawn to scale Fits exactly
  1. How it's going, 3 minutes 3
  2. Day 30: impressions, highlights, knowledge gaps, surprises, 7 minutesDiscuss 7
  3. Day 60: workload, resources, training, reality vs expectations, 7 minutesDiscuss 7
  4. Day 90: support network, mentors, conflicts, onboarding feedback, 8 minutesDiscuss 8
  5. Agree next steps, 5 minutesWrap-up 5
08152330 min
  1. +0′How it's goingOne word for how the new role feels so far?3 minCheck-in
  2. +3′Day 30: impressions, highlights, knowledge gaps, surprisesTip: Spend most time on the block for this checkpoint; revisit the others briefly.7 minDiscuss
  3. +10′Day 60: workload, resources, training, reality vs expectations7 minDiscuss
  4. +17′Day 90: support network, mentors, conflicts, onboarding feedbackTip: Ask them to rate leadership clarity and communication from 1 to 10, and why.8 minDiscuss
  5. +25′Agree next steps5 minWrap-up

Why it works

Built so the new hire 30-60-90 day check-in ends on time, with everyone in it.

  • Every voice in the first minutes

    A 3-minute check-in: everyone sends a mood and one word from their phone, and it shows on their tile in the call. People who speak early speak again.

  • Discussion with a clock

    22 minutes of open floor with a countdown everyone can see, and a talk-balance meter so the loudest voice doesn't take all of it.

  • Wraps up on time

    Decisions and actions are read back, the summary is already written, and a finish on time earns the confetti.

How to run it

  1. 1Book the 30, 60 and 90-day check-ins on the calendar when the person starts.
  2. 2At day 30, ask about first impressions, highlights, knowledge gaps and unexpected challenges.
  3. 3At day 60, cover workload, resources, training needs, peer support and how the job compares with expectations.
  4. 4At day 90, ask about their support network, mentors, any conflicts and onboarding feedback, and for a 1 to 10 rating of leadership clarity.
  5. 5End each check-in with agreed next steps.

Questions about the new hire 30-60-90 day check-in

What should you ask at a 30, 60 and 90-day check-in?
SHRM suggests impressions, highlights and knowledge gaps at day 30; workload, resources and training at day 60; and support network, mentors, leadership clarity and onboarding feedback at day 90.
Why hold structured new-hire check-ins?
SHRM notes that employers often let new hires integrate without specific touch points, which lets roadblocks go unnoticed.
How long is a new-hire check-in?
SHRM doesn't state a length. This template uses 30 minutes.

Built from

The structure, timings and tips on this page come from these sources.

  • shrm.org

Run it with your team

  • A countdown for every block on the shared screen
  • A video call that changes with each block
  • Check-ins and votes from every phone, no app
  • Decisions and actions in a scored summary

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