Your first 90 days at a new job, week by week.

A 30-60-90 day plan is a structured personal roadmap for the first three months in a new role. The first 30 days are for learning the team, product, and culture. Days 31-60 are for contributing on focused work without rebuilding everything. Days 61-90 are for delivering a visible result and resetting expectations for the next quarter. It is not a performance review document. It is a working tool you and your manager refer to in 1:1s.

Generic templates list tasks. This is an interactive checklist you save and revisit. It runs entirely in your browser, no account, no email. Tasks are tagged by role (engineer, manager, sales, designer, remote) so you can filter to what actually applies. Progress saves to your device. The structure follows Michael Watkins's First 90 Days framework: learn, contribute, deliver.

Yes. Share a short version, not the whole checklist. One page. Three sections: what you learned, what you will focus on next, where you need help. Ask one direct question, like 'am I focused on the right things?' Most managers do not get clear progress signals from new hires. A short note in week 4 buys a lot of trust.

Use both. Company onboarding handles compliance, tools, and team intros, the floor. This checklist covers the social, cognitive, and political work, the parts no HR system tracks. The two do not compete. Most company onboarding ends at day 14, exactly when you actually start working.

It is not make-or-break for keeping the job. It is make-or-break for building trust. The default at 90 days is 'I am still figuring this person out.' If you treat the first 90 days as a writing-things-down exercise, you usually graduate to 'this person is solid' by month 4. Skip the writing, and the verdict slides to month 9 or never.

The remote track inside this checklist exists exactly for this. Working hours, async expectations, written-update cadence, and an early on-camera demo move from optional to load-bearing when nobody can read your body language. Visibility is a written-output problem when you are remote, not a webcam problem.

Run the manager track but be extra careful with weeks 1-4. The hardest part is shifting from peer to manager with people who watched the change happen. Hold off on reorgs and big calls until day 30 minimum. Do every skip-level 1:1 your manager offers, you need outside-the-team perspective right now more than usual.

The phases are the same: learn, contribute, deliver. The bar moves. A senior IC ships a project by week 12 that a junior would ship by week 24. A staff or principal hire is expected to influence direction, not just delivery, by day 90. The IC track in this tool is written for mid-level engineers and reasonable for senior. For principal, treat the tasks as floor not ceiling.

No. The checklist has 73 tasks across 12 weeks. Filter by role and focus on the core-priority items first. Skipping a task is fine, missing the milestone for the week is the signal that matters.

The framework is industry-agnostic. The specific tasks lean toward tech because that is the default audience. Sales and Designer tracks broaden coverage. For finance, ops, marketing, or other roles, use the IC or Manager track and translate task language to your context. The cadence (learn-contribute-deliver) holds in any white-collar role.

Yes. Use your browser's print function (Cmd+P or Ctrl+P). The page is print-styled to one section per page break. Best for offline use or sharing with a manager who prefers paper.

In your browser's local storage on this device. Nothing leaves your machine. If you switch devices, you start fresh, by design. Your data is never sent to a server, no account, no tracking attached to a user identity. Standard analytics apply (page views) but nothing tied to your specific tasks.

The 30-60-90 structure originated in management literature, popularized by Michael Watkins's 2003 book The First 90 Days. The phases (learn, contribute, deliver) and tactics (listening tour, early wins, scope cuts) are drawn from that body of work plus career advice from Andy Grove, First Round Review, and HBS alumni resources. Specific task wording and ordering is our own.

No. Start at the current week and work forward. Optionally backfill the high-priority tasks from earlier weeks (Listening tour, 30-day note). The exact day count matters less than the rhythm of learning, then shipping, then resetting expectations.

It is part of Choppy Toast, a small portfolio of free tools the maker uses to learn what people need. No account, no email gate, no upsell. Ads in the corners pay for the domain. If it helped you land your first 90 days well, share it with one person who is starting a new job soon.