Guide
The First 90 Days: How to Turn New Hires into High Performers Quickly
Sarah Cannistra, Head of Learning Programs, scaled onboarding from a one-day orientation to a structured 90-day experience while Rippling added 2,500 employees in a single year. Here's exactly how she did it.
Main takeaways:
Diagnose before you build. Talk to department heads, find the common pain points, and identify what's already working. The best onboarding programs are built on what's proven inside your own org.
Nail day one, then hand it off. Every new hire needs a live orientation, a manager 1:1, and an onboarding buddy on day one. After that, it's on managers - give them the tools, coaching questions, and structure to carry it forward.
Make the 30-60-90 plan a living conversation. Templates, SMART goals, and a clear stakeholder map — built into every weekly 1:1, not buried in a folder somewhere.
Automate the follow-through. Trigger surveys, milestone reviews, and learning paths off the start date so the right things happen at the right moments — without anyone having to chase them down.
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