Create drip campaign for leads awaiting response.Demonstrate knowledge around SQL joins (e.g., the difference between OUTER and INNER).Participate in ongoing content projects: data playbook, CMO book, persona pages, etc.What data is available? Where does it come from?.What content exists? What’s the content creation and publishing process?.What does the growth team do? How does the team work together?.What do all the teams do? What are their goals and targets?.Who are the types of people who use them? Why?.
Leadership 30 60 90 day plan for managers how to#
Goal: Meet everyone, gain context, figure out how to find answers for different foundational questions, and then find them. We have created a sample 30/60/90 here for you to use as inspiration, here's an excerpt: We suggest splitting out things the hire should learn from things the hire should do, as well as splitting things out by time period. Hires should be getting easy wins early on. This will ensure that they have bought into the plan. Ideally the hire, having seen the role proposal, is going to come up with their own 30/60/90 that you will sign off on.
Nothing beats in-person time for bonding, trust building, and quick communication, so we fly people out to Clearbit headquarters in San Francisco for their first two weeks whenever possible. Sets up the hire's first 90 days, decides on key metrics.Gives the hire context around the history of the company, product line, culture, etc.Gives the hire the tools they need to do their job (e.g., a set-up laptop, access to GitHub).Introduces the hire to key stakeholders.Reassures the hire that they've made the right decision.If hires are not onboarded properly, then one of two things will happen: they will quit within the first six months or, even worse, they will be ineffective.Ī successful onboarding process achieves these things: Congratulations-nice work! However, before you get too carried away, there's one last step: onboarding. So you've successfully interviewed and hired a candidate.
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