Most 30-60-90 templates are the same three paragraphs regardless of who you're onboarding. This one isn't: it scales shadowing volume, certification deadlines, and — critically — the Day-90 success metric to the actual role, deal complexity, and sales/renewal cycle length you enter. If your cycle is longer than the independent-selling window this plan gives before Day 90, it tells you so and resets the milestone to something achievable, instead of setting a new hire up to "miss" a target that was mathematically impossible.
Pick the role, then set product/sales complexity — this determines how many weeks of shadowing happen before the hire owns live work, and how many weeks of true independent selling fit inside the 90 days. Enter the real sales or renewal cycle length: this is the load-bearing input, because it decides whether a "closed deal" (AE) or "completed renewal" (CSM) is a fair Day-90 target or whether the plan should measure pipeline/health-score instead. Add certifications (comma-separated) to get them scheduled with a target pass date. Optionally add a start date to convert "Week 1, Week 2…" into real calendar dates, plus the hire's and manager's names for a plan that's ready to print or hand over as-is. Use "Print / Save as PDF" or "Download as text" to export it.
If team performance keeps coming up in your 1:1s, the gap is usually structural, not effort. The Mastery Diagnostic measures your team against a written 27-framework standard in two weeks, and tells you exactly where the layer breaks.