The First 90 Days: Setting Up New Hires for Success

Bringing a new developer onto your team is an exciting milestone, but it also comes with challenges. The first 90 days are crucial in paving the way for your new hire's success.

This period determines how well they integrate into the company, understand their role, and contribute to business objectives.

A well-structured onboarding process ensures they feel supported, engaged, and prepared to deliver results.

In this guide, we'll explore what the first 90 days should cover, how to create a strategic plan, and what happens after this initial phase.

What Should the First 90 Days Cover?

Naturally, the first three months are a crucial part of the onboarding process. Having a structured approach is essential—during this time, new hires should feel welcomed, integrated, and gain a clear understanding of what their daily routine will entail.

This can be especially challenging for distributed teams, making a well-planned process even more critical.

Here are the key components you need to cover during your new hire’s first three months.

Job Description

Clearly outlining the new hire’s role from day one is essential.

This means defining their main responsibilities, detailing what’s expected of them, and explaining why their position is critical to the team.

A well-structured job description ensures alignment between the new hire's skills and the company’s needs while giving them a clear sense of direction.

Correlate Company Culture, Mission, and Values to Business Priorities

Helping the new hire understand the company’s mission and values fosters a sense of belonging.

When they grasp how their work ties into the broader business priorities, they are more likely to feel engaged and committed.

Connecting their role to the company's purpose also gives them clarity on how they contribute to long-term success.

Understanding the Team’s Goals

To perform effectively, the new hire must understand what defines success for their team. This includes key performance indicators (KPIs), goals, and strategic initiatives.

Once they start actively contributing, they'll be able to navigate team processes, tools, and workflows with confidence, ensuring they are aligned with collective objectives.

Mentoring

Assigning an experienced developer as a mentor can make a significant difference in the onboarding experience.

A mentor provides guidance on daily operations, best practices, and technical challenges, helping the new hire integrate effortlessly.

This structured support not only enhances their learning curve but also fosters a collaborative and supportive work culture, regardless of geographical location or hiring model.

Frequent Feedback and Check-Ins

The first 90 days can be overwhelming due to the influx of new information, processes, and expectations.

Regular check-ins—both with the assigned mentor and the new hire’s direct manager—help track progress and identify any challenges.

HR should also conduct periodic evaluations to assess the effectiveness of onboarding and adjust processes accordingly based on employee feedback.

What Is Important When Creating a Plan for the First 90 Days?

According to research, 20% of employee turnover occurs within the first 45 days at a company.

Carefully investing in employee acclimation during this critical period is essential for fostering productive collaboration while preventing burnout.

Here are some key precautions to incorporate into your 90-day plan.

Don't Overwhelm the New Hire

Starting a new job involves absorbing a large amount of information.

To prevent unnecessary stress, structure the onboarding process in phases—gradually introducing responsibilities at the 30-, 60-, and 90-day marks.

This strategic approach ensures that new hires learn at a manageable pace and retain crucial information effectively.

Set Clear Expectations from Day One

Defining success early on is key. Setting clear expectations for responsibilities, performance goals, and success metrics helps new hires understand their role in depth.

By outlining milestones at each stage (30, 60, and 90 days), they can measure their progress and feel a sense of accomplishment as they advance.

Encourage Early Wins

Giving new hires the opportunity to achieve quick wins boosts their confidence and motivation.

Assigning small but impactful projects early on allows them to contribute meaningfully while gaining a better understanding of workflows, team collaboration, and problem-solving within the company.

Provide Access to Learning and Development Resources

Encouraging continuous learning from day one benefits both the employee and the company.

Whether through internal documentation, online courses, or hands-on training, investing in professional development strengthens technical skills and enhances job satisfaction, leading to long-term retention.

Adapt to Remote and International Hiring Challenges

Hiring developers from across the globe comes with specific challenges, such as time zone differences, cultural nuances, and remote communication barriers.

Establishing clear communication protocols, leveraging async-friendly collaboration tools, and raising an inclusive environment help bridge these gaps and set international hires up for a long-term and thriving partnership.

What Happens After the First 90 Days?

A successful onboarding process doesn’t end after three months.

By this stage, new hires should have a solid grasp of their daily responsibilities, the team’s workflows, and how their work contributes to overall company objectives.

At this point, they may also bring fresh perspectives and insights that can improve internal processes.

Ongoing support, career development discussions, and performance evaluations should continue beyond the first 90 days to ensure long-term success.

Dividing the First 90 Days

• First 30 days: focus on understanding the company’s mission, structure, and how various teams contribute to business success.
• Next 30 days (days 31–60): the hands-on phase, where the new hire starts engaging with daily tasks, stakeholders, and project requirements.
• Final 30 days (days 61–90): at this stage, the new hire should be able to work independently, contribute to official deliverables, and take ownership of their role. They may also start defining career goals and long-term objectives within the company.

All set for a productive collaboration

Now you get a clear view as to why the first 90 days lay the foundation for a new hire’s success and long-term engagement with the company.

A well-structured onboarding plan, complete with mentorship, clear expectations, and continuous feedback, ensures that new employees feel supported and empowered to contribute effectively.

By the end of this period, they should be fully integrated into their role, ready to take on new challenges, and aligned with company objectives.

You're setting the stage for success. Next, you have to use the right resources to find the right people for your team. Learn how to hire remote developers and how Strider can help you!