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90-Day Onboarding Checklist
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Start here
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Crafting a thoughtful onboarding experience for your new hire is the most important thing you can do to set them up for success. When onboarding is a personalised journey with clear goals and support, you empower new team members to integrate quickly, become productive, and feel valued. But getting it right can be a challenge, not to mention the additional workload on managers' plates during those first 90 days.

Having onboarded thousands of new hires (including fully remote employees) over the years, we've developed this 90-day onboarding checklist to simplify and streamline the process. We've broken each 30 days into action items, check-in questions, and progress milestones to guide you and your new hire through each month of onboarding. Plus, we've included reminders to help you prepare for their first day.

For more support in your hiring and onboarding, get in touch. To learn more about high-performing teams, read our Talent Insights Report.
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How to use this worksheet
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Prepare for your new hire's first day
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Being prepared for your new hire helps set the tone so their first days and weeks go smoothly. Review and complete the action items below prior to their start date. In addition, review the Day 1-30, Day 31-60, and Day 61-90 tabs and customise them for your specific needs.
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Action items
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These are specific tasks we recommend you complete as a manager to help your new hire progress through their ramp-up successfully.
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Check-in questions
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In addition to weekly 1:1 meetings, we suggest that you schedule a check-in conversation at the end of 30 days, 60 days, and 90 days. This additional touchpoint allows you to better understand how your new hire is doing, identify areas where they need additional support, provide feedback on their performance, and solicit feedback from them as well.
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Progress
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Use the progress milestones to gauge how your new hire's ramp-up is going and how they are performing. As time progresses, the focus of the progress milestone shifts from learning and understanding to demonstrating autonomy, value, and long-term fit.
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Prepare for first day
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Send a welcome email
Introduce yourself, express excitement, and give helpful information (transport links, dress code, hours, if they need to bring documents or ID for their first day).
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Share bios and photos
Help your new hire get acquainted with their colleagues and introduce them to your team.
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Coordinate with HR/People team
Confirm start date. Ensure building access (if needed). Ensure onboarding paperwork is being prepared and completed on schedule.
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Coordinate with IT team
Ensure accounts are created for email and other important applications. Give requirements for computer, peripherals, and shipping address (if remote).
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Set up workspace
Ensure new hire is assigned a workspace (if needed). Share office equipment stipend information for remote hires (if applicable).
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Schedule key meetings
Introductions with team members, manager one-on-one, HR check-in, essential training sessions.
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Prepare training plan
Outline courses, live sessions, and training resources. Establish clear expectations for training completion.
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