This free tool writes a 30-60-90 day plan for any job, for your first weeks in a new role or for the final interview. Answer four questions and get a full plan for your job and level: goals, dated tasks, people to meet and the talks to have with your manager. Track it day by day, or present it in the interview.
Starting as a manager? Make a 30-60-90 day plan for new managers.
The plan is made in this browser from our own task lists. Nothing is sent anywhere unless you press an AI button; each one says what it sends.
Type the job title and pick your level. The page builds goals for each 30 days, dated tasks and the people to meet, from task lists written for 13 kinds of work: nursing is not sales, and a first job is not a head of department. Paste the job post and its duties, tools and numbers go in too: “Own a $900k annual quota” becomes a goal that quotes the $900k, never a number we made up.
Set your first day and every task gets a date. The Today page shows the week you are in, what is late, the next review with your manager and the warning signs to watch. Send the dates to your calendar with reminders and a weekly check-in.
Presenting a plan in the last round? Press Present it for a one-page summary, a short slide deck (PDF or PowerPoint) and a talk track that walks through each 30 days and ends by asking the interviewer what they would change.
A 30-60-90 day plan is a written plan for your first three months in a new job, split into three parts of 30 days. Each part has a focus, a few goals you can check, and the tasks that get you there.
People use it twice: in a final interview, to show they have thought about the job, and in the job itself, to stay on track while everything is new.
Interviewers look for three things: that you understood what the job needs, that you will learn before you change things, and that you know how success will be measured. A plan that could fit any job misses all three; ManpowerGroup puts it plainly: “a generic plan defeats the purpose of the exercise”.
Open one as a starting point; change anything.
Seven parts, 100 points. More than half is for fitting this one job, because a plan that could fit any job is the kind interviewers mark down: a plan made from the job title alone stays under 70. A check you pass gets its full points, a partial one half. Every lost point names its fix.
| Part and what it checks | Points |
|---|---|
| Tailored to this job: the job post is pasted and the plan names its duties and tools (20), their top priorities are in the plan (15), the kind of work is known (15), no [blanks] left in the goals (10) | 60 |
| Goals: one to five in each 30 days, short enough for one page (3), every goal says how you will know it is done (4), learning, performance and personal goals (2), measures with a number or a day (3) | 12 |
| Plain, honest words: no big change promised in days 1–30 (5), no buzzwords (3) | 8 |
| People: a talk with your manager in week 1 (2), five people to meet by day 30 (2), people outside your team (1), the five talks with your manager planned (2) | 7 |
| Early win: one is planned (1), it lands between day 15 and day 60 (4) | 5 |
| Pace: tasks in every 30 days (2), no week with more than 8 tasks (1), more learning early and more doing late (1) | 4 |
| Reviews: a review with your manager near day 30, 60 and 90 | 4 |
The five talks with a new manager (the story so far, what success looks like, how you work together, what you need, how you grow) and the kinds of situation you can walk into follow Michael Watkins’ book The First 90 Days, in our own words.
A plan for your first three months in a new job, in three parts. Days 1 to 30 are for learning: the people, the tools and how your work is judged. Days 31 to 60 are for contributing: real work and an early win. Days 61 to 90 are for owning your part of the job and setting goals for what comes next.
For each 30 days: a one-line focus, two to four goals with a way to tell each is done (a number, a date or a sign-off), and the tasks that get you there. Add the people you will meet, the questions you will ask your manager, and reviews with your manager at day 30, 60 and 90.
Mention it near the start, and keep it to one page or a few slides. Open with what you understood the job needs, then one or two points for each 30 days, then how you will measure success. End by asking the interviewer what they would change: it shows you will listen before you act. Press Present it to get the one-page version, the slides, a talk track and a 60-second version.
Short. Career Sidekick says to keep it to 1-2 pages maximum. SlideUpLift says three to nine slides or a single page, with three to five goals per phase, skimmable in about 60 seconds (both read 3 Oct 2026). Present it measures your plan against those numbers and gives you a one-page version, the slides and a 60-second version to say.
Yes. The plan, the tracker, the plan check and every download (PDF, Word, PowerPoint, calendar, CSV, Markdown) are free with no account. The AI buttons have a small free daily allowance per connection.
Your plans are saved in this browser only, with a delete button, and you can save one to a file to move it to another computer. Only the AI buttons send text, and only what the button needs; the page says so next to them. What you send to the AI is saved to ClapAssist so our tools can fill it in for you next time; see or delete it at clapassist.com/my-data/.
Out of 100 from seven parts: tailored to this job 60 (the job post, their top priorities, the kind of work, no blanks left), goals 12, plain and honest words 8, people 7, early win 5, pace 4 and reviews 4. A plan made from the job title alone stays under 70 on purpose: a plan that could fit any job is the kind interviewers mark down. Every lost point names its fix.
Yes. It has task lists for 13 kinds of work, including healthcare, customer service, sales, teaching, retail and warehouse, finance, software and data, and five levels from first job to senior leader. Paste the job post and the plan adds that job’s duties, tools and numbers in its own words.
Month one: learn and listen (people, systems, how work gets done). Month two: contribute (first owned tasks, early fixes). Month three: lead (own an area, propose improvements). For each month give two or three goals, the dated tasks under them, the people to meet and a check-in with your manager. The generator fills all of that for your role and level.
Only when the role leads people or a function, and keep it high level: what you would learn, ask and start, not firm promises about a business you have not seen. When they do ask, present the plan as your thinking and invite corrections.
Every line of your plan invites a question: “Why that first?” ClapAssist is an AI interview assistant for Mac and Windows that listens to the call and shows you what to say. It stays out of screen share on every plan; only you can see it.
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