90-Day Success Bridge
Our job doesn’t end when the contract is signed.
We stay for the first 3 months, coaching the new hire and the manager to ensure a perfect fit.
The situation
The first weeks decide whether the hire worked. Nobody is watching them.
Most early exits are decided long before probation ends: unclear expectations, a manager with no time, small friction that nobody names.
- The new hire has a laptop and a Slack account, but no clear definition of success.
- The manager is busy and assumes silence means everything is fine.
- Early friction goes unspoken until it is a decision instead of a conversation.
- Probation ends by default, without a real assessment or a development plan.
The bridge
A partner on both sides of the table for 90 days.
We coach the new hire and the manager in parallel, with a scorecard, a fixed check-in rhythm and honest feedback loops.
- Day 1: expectations, scorecard and first-month goals agreed by both sides.
- Day 30: first structured feedback loop; friction is named while it is small.
- Day 60: course correction on scope, support or working style where needed.
- Day 90: mid-probation review with a clear read on the fit and a development plan.
Scope
What’s included
Included with every hire we run. Also available standalone for people you hired yourself.
- 01
Day-1 expectations kit
A role scorecard, first-month goals and a check-in rhythm, agreed with the new hire and the manager before or on the first day.
- 02
Onboarding plan
Who the new hire meets, what they learn and what they deliver in weeks one to four, written down and shared.
- 03
Coaching for the new hire
Confidential 1:1 sessions on expectations, priorities and the unwritten rules of the company.
- 04
Coaching for the manager
Short sessions on how to set goals, give early feedback and read the signals before they become problems.
- 05
Day-30 and day-60 feedback loops
Structured conversations with both sides, a written summary and agreed adjustments.
- 06
Day-90 mid-probation review
A clear, documented read on the fit based on the scorecard, with a development plan for the rest of probation.
- 07
Documentation
Every check-in leaves a short written record, useful for the development plan and, if needed, for a fair probation decision prepared with your legal counsel.
- 08
Support between the check-ins
Both sides can reach us between the fixed dates, so a difficult first month does not wait for the next milestone.
The process
The four milestones
Fixed points in the calendar, so nothing is left to chance.
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Day 1
Clear expectations
Role scorecard, first-month goals and a check-in rhythm agreed with the new hire and the manager before the laptop arrives.
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Day 30
First feedback loop
Structured 1:1 with the hire and the manager. Early friction gets named and fixed while it is still small.
-
Day 60
Course correction
Performance against the scorecard, coaching on the gaps, and adjustments to scope or support where needed.
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Day 90
Mid-probation review
A clear read on the fit, a development plan and a manager who now runs the process alone.
Fit check
Is this for you?
This is for you if…
- You just hired, or are about to hire, someone whose success matters: a lead, a senior engineer, a first hire in a new function.
- You want the manager to learn the process, not only to outsource it.
- You prefer an early, honest decision over a probation that ends by default.
- You hired the person yourself and want the same bridge our hiring clients get.
Not for you if…
- You want us to take over the manager’s job; we coach, the manager leads.
- You are looking for a software onboarding checklist rather than a person.
- The probation decision has already been made and you need a legal process; that belongs with your legal counsel.
Deliverables
What you walk away with
A confirmed hire, a trained manager and a paper trail you can stand behind.
- A role scorecard and first-month goals signed off by both sides
- A written onboarding plan for weeks one to four
- Check-in summaries from day 30 and day 60 with agreed adjustments
- A documented day-90 mid-probation review
- A development plan for the confirmed hire
- A manager who can run the next onboarding alone
FAQ
Questions about the bridge
Is the bridge included in your hiring service?
Yes. Every hire we run through High-Velocity Hiring includes the 90-Day Success Bridge. It is also available standalone for people you hired yourself.
Can we start if the person has already started?
Yes, as long as there is enough of the probation period left to run at least the day-30 and day-60 loops. The earlier we start, the more useful the bridge is.
Who do you talk to, the hire or the manager?
Both, separately and together. Coaching the new hire alone fixes half the problem; most early exits involve the manager as much as the employee.
What if it becomes clear that the fit is wrong?
Then you hear it on day 30 or 60, not at the end of probation. You get an honest recommendation and, if needed, a calm exit plan prepared with your legal counsel.
Does this work remotely?
Yes. Most check-ins run as video calls, and the documents live where your team already works. On-site sessions are possible where they help.
Let’s talk
Give your next hire a bridge instead of a cliff.
Tell us who is starting and when. In a free 30-minute call we sketch the first 90 days together.