HR playbook · AI Employee: Harry

30/60/90-Day Check-Ins

Early-attrition signal caught in first 90 days

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The problem

New hires either land well or slide toward regret in their first quarter. The signals are visible if you're paying attention — an over-invested manager, a stalled onboarding, a project that isn't landing. But nobody's paid to pay attention, and the standard 90-day review lands only after the signal is a certainty. Structured check-ins at 30, 60, and 90 days turn attrition risk from a lagging indicator into a leading one.

At a glance
Trigger
Cron (per hire)
Approvals
None
What it does
Writes to your systems
Systems
HRIS · Slack · Survey tool
How it feels in production

An hour-by-hour walkthrough.

Priya's Day 30. Harry sends a survey to Priya + her manager: how's the ramp, are the resources what you expected, any blockers, on a 1-5 scale how likely to still be here in 12 months. Answers land in Harry's aggregate. Day 30 for the whole March cohort. Harry aggregates: 12 new hires, average "still here in 12 months" score 4.3/5, one outlier at 2/5 (flag), two mentioned onboarding-pack gaps ("couldn't find X"). Manager digest: your report is at 4/5 with a note about wanting more cross-team exposure — take action. Day 60 check-in identical structure. Priya's engagement stayed steady; her onboarding-gap complaints were resolved; cross-team exposure happened. The outlier at Day 30 dropped to 1/5 at Day 60 — Harry flags to HRBP for a same-day 1:1. Day 90 check-in becomes the formal review input. Manager writes their own review; Priya writes hers; Harry surfaces both cohort trends + individual signals. No one is surprised on Day 91.
How it works

Step by step.

  1. 01

    Schedule check-ins per new hire cohort

    New-hire event triggers scheduling: Day 30, 60, 90 surveys booked on Priya's + manager's calendars. Reminders 3 days before + morning-of.

    HRIS · Google Calendar · Outlook
  2. 02

    Send survey + 1:1 prompt

    Personalised Slack DM with survey link + suggested 1:1 talking points. Survey is 5 questions, 3-min completion. Manager sees a parallel prompt.

    Slack · Survey tool · Culture Amp · Lattice
  3. 03

    Aggregate signals for HRBP

    Per-cohort dashboard: aggregate scores, trend by tenure, outliers flagged. Per-manager digest: your reports' signals + suggested actions. HRBP sees the whole picture.

    HRBP dashboard · Slack
Systems and wiring

What you connect to make this run.

Workday · BambooHR · HiBob · Rippling · ADP

trigger

New-hire event enqueues the check-in schedule. Termination event auto-cancels remaining check-ins.

Culture Amp · Lattice · 15Five · Qualtrics

read+write

Survey delivered via the engagement tool your org already uses. Responses come back for aggregation. Individual responses respect anonymisation policy.

Slack · Teams · Google Calendar

write

Personalised prompts, reminders, scheduling. Meeting invites include suggested talking points.

What changes

Before and after, honestly.

% of new hires who complete Day-30 check-in
Before
40-60% (unmonitored process)
After
> 90% (nudged + easy)
Time from attrition signal to intervention
Before
Discovered in exit interview
After
Flagged at Day 30 or 60 to HRBP
First-90-day attrition rate
Before
8-15% (industry standard)
After
3-8% (attrition-signal catches enable saves)
Manager time on structured check-ins
Before
Ad-hoc; often skipped
After
15 min per report per check-in with prep material provided
Related

Playbooks that pair with this one.

HR

New Hire Onboarding

Onboarding schedules the check-ins; this playbook runs them.

HR

Onboarding Stall Detection

Complementary — watchdog for missed Day-3 / Day-7 tasks feeds into Day-30 signals.

HR

Engagement & Pulse Surveys

The general-case pulse pattern; new-hire is a specialised variant.

Frequently asked

Answers about this playbook.

What if a new hire skips a check-in?

Harry nudges twice, then flags to the manager. Persistent skipping is itself a signal — often 'this hire is disengaged' or 'this hire is drowning' — either way worth a conversation.

How does this handle role transitions (promotion, transfer)?

Role changes can trigger a shorter check-in cadence (Day 30 only) to catch adjustment issues. Configurable per your policy.

Are the survey responses anonymised?

Manager sees their own reports' responses; HRBP sees the aggregate. Truly-anonymous questions marked as such; per-employee questions are attributed. Transparent to the respondent which is which.

What's the actual save-rate on flagged hires?

Varies by org. Industry benchmarks suggest 30-50% of at-risk-flagged early hires can be saved with a targeted intervention (project change, manager conversation, additional support). The rest resolve on their own terms.

Can we customise the survey questions?

Yes — question sets per role or team. Engineers get different questions than salespeople; the aggregate benchmarks stay comparable via anchor questions.

See it run on your data.

Free plan, no credit card. Connect the systems this playbook needs and run it against a past event first.

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