What should a new hire’s first 30 days look like
Pre-start checklist, first-week expectations, and 30/60/90 milestones. Write one per role rather than improvising it each time.
Ask a founder what they will do with a fresh round of capital and hiring is almost always first on the list. What is much rarer is a real plan for what happens after someone accepts the offer.
You have probably lived the other version. No laptop, no email set up, not even knowing where the coffee is. It is a lousy first week and it is also data. How long it takes a new hire to become productive is a real, measurable signal of how healthy a product company is.
The plan also has to cover the people you did not hire. In most rounds there are two or three candidates behind the chosen one who are almost as capable, and most of them are good enough to hire six months from now if anyone bothered to stay in touch.
What you get
- A pre-start checklist of everything that should be done before they arrive
- Space for first-week expectations, written down and handed to them
- A 30/60/90 milestone table framed as what they can do without help, and who confirms it
- A talent-bench prompt for the near-miss candidates
Where should we send it?
One email with the worksheet. You can unsubscribe from anything else in one click.
On its way
Check your inbox. If it has not landed in a minute or two, look in promotions or spam, and add sam@startuppatterns.com to your contacts so the rest arrive.
Adapted from the Leadership chapter of The Mindful Product Company by Sam McAfee.