The 6-week decision window

Industry research consistently shows that 35% of new hires consider leaving within the first 6 months, and most decide in the first 6 weeks. The first 90 days disproportionately influence retention, ramp time, and engagement.

Days 1–7: orientation

  • All paperwork, equipment, and access provisioned before day 1 — not on day 1.
  • 1:1 with hiring manager day 1, before lunch.
  • Buddy assigned (peer, not manager).
  • Welcome message from at least one cross-functional partner.

Weeks 2–4: foundation

  • 30/60/90 plan signed by manager and new hire by end of week 1.
  • Job-shadowing schedule across 3 adjacent functions.
  • First small win shipped by end of week 4 — anything they own end-to-end.

Days 30, 60, 90 check-ins

Three structured check-ins — not "how's it going" but specific:

  • Day 30: ramp pace, blockers, social integration
  • Day 60: confidence on responsibilities, manager feedback exchange
  • Day 90: retention risk score, growth path discussion

What kills retention

  • Silence in the first month. If a new hire doesn't get specific feedback by day 30, they assume they're failing.
  • Equipment delays. Day-1 IT problems are the most common single complaint in exit interviews of 0–6 month leavers.
  • No clear first-90-day target. "Get up to speed" is not a target.