Recruiter onboarding plan

What a strong ramp looks like for a new recruiter. Week 1 universals + 30/60/90 day milestones, each with an accountable owner — manager, new hire, team, or HR.

Week 1

Get them productive on tools, oriented to people, and clear on what success looks like in their first 90 days.

1. 1Day 1: workspace + tooling set up before they arrive (laptop, accounts, Slack, email). New hire's first email should be 'everything just works.'Manager
2. 2Day 1: 30-min welcome with their manager — share the team's mission, their first project, and book recurring 1:1s.Manager
3. 3Day 1-2: meet & greet calls with 4-6 people they'll work with most. 15-20 min each, calendar-blocked in advance.Manager
4. 4Day 3: have them ship something small (a Slack post, a document, a tiny PR) — confidence-building, momentum-setting.New hire
5. 5Day 5: review the 30/60/90 plan together. New hire confirms it sounds achievable; manager confirms it's the right shape.Manager
6. 6End of Week 1: HR / People check-in. Surface friction (access issues, missing context, mismatched expectations) early.HR

Days 1-30

Master the open reqs, the ICP, the existing pipeline. First placements.

1. 1Sync with every hiring manager whose req you'll own. 45 min each. Get the un-written context.New hire
2. 2Build calibration on each role. Define what 'yes' looks like in writing. No req goes active without it.New hire
3. 3Source first 30-50 candidates per role. Manager reviews sourcing quality before outreach.New hire
4. 4Make your first 5 hires (or be in offer-stage on 2-3). Manager sits in on first 2 phone screens.New hire
5. 5Build relationships with the most-senior IC of each function. They'll be your reference-check + interview-loop partners.New hire

Days 31-60

Operate at full req load. Build hiring-manager trust.

1. 1Manage 6-10 active reqs simultaneously. Manager reviews weekly: which ones need more pipeline.New hire
2. 2Build hiring-manager trust — get them feedback on every candidate within 24 hours.New hire
3. 3Run one calibration session with a hiring manager whose feedback has been inconsistent.New hire
4. 4Identify 1-2 sourcing channels that aren't being used. Test, measure, scale or kill.New hire
5. 5Drive one process improvement (rubric, scheduling, candidate experience).New hire

Days 61-90

Hit hire targets. Improve quality of hire.

1. 1Hit the hire targets for the quarter (or be on pace within 10%).New hire
2. 2Build quality-of-hire feedback loop — check in with each hire's manager at the 30-day mark.New hire
3. 3Own one funnel metric end-to-end (e.g., source-to-onsite conversion). Improve it.New hire
4. 4Mentor newer recruiters. Hiring strategy is taught best by doing the work side-by-side.New hire
5. 5Retro: which sourcing channels actually worked? Update playbooks for next quarter.New hire

Hire a recruiter worth onboarding.

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