30-60-90 Alignment Check
Test new hires early through documented feedback and visible behavior
- Difficulty
- Moderate
- Time to result
- ~months to results
- Steps
- 5
- Confidence
- 96%
Before the employee starts, define what success, initiative, brand alignment, and role ownership look like. Then evaluate observable behavior at 30, 60, and 90 days through scheduled check-ins rather than informal impressions. Each review should include direct constructive feedback, written documentation, specific commitments, and attention to red flags such as requiring constant reminders. The founder should also understand the employee's personal goals and motivations, because strong early performance may not be sustainable when those goals conflict with the company's mission. Jahraus adopted this discipline after a desperate senior hire remained for 11 months despite a slow buildup of problems. Her lesson was that even a team of five to nine needs written records, performance reviews, and timely conversations.
Origin
Dylan Jahraus developed this practice after hiring a senior operator in desperation, overlooking mission and goal misalignment, and then facing a difficult termination without sufficient documentation.
Core principles
- 01Hire for mission and goal alignment
- 02Document performance from the beginning
- 03Address red flags when they appear
- 04Evaluate initiative as behavior, not aspiration
- 05Small businesses still need formal feedback
How to run it
- 1
Define alignment before hiring
Write down the mission, brand values, role outcomes, and working behaviors required for success. Explore the candidate's motivations and personal goals against those requirements.
Pro tip Ask what the candidate wants their career and responsibilities to become over the next few years.
Watch out Do not mistake enthusiasm during interviews for durable alignment.
- 2
Set observable expectations
Translate the role into measurable outcomes and behaviors, including how independently the person should operate.
Pro tip Include examples of decisions the hire should eventually make without reminders.
Watch out Vague expectations make later feedback subjective and difficult to document.
- 3
Run the 30-day check
Review onboarding progress, understanding of the brand, early execution, and response to feedback. Record concerns and agreed actions in writing.
Pro tip Address small warning signs while they are still easy to correct.
Watch out Do not gloss over concerns because the relationship is new.
- 4
Run the 60-day check
Assess whether the employee is applying feedback, taking initiative, and producing increasingly independent work.
Pro tip Compare current behavior with the commitments recorded at day 30.
Watch out Repeated reminders can signal a role or ownership mismatch.
- 5
Run the 90-day check
Evaluate sustained performance, mission alignment, personal-goal alignment, and readiness for full ownership. Make a clear retain, coach, reassign, or exit decision.
Pro tip Base the decision on documented patterns rather than the most recent week.
Watch out Do not extend a mismatch indefinitely because termination feels uncomfortable.
In the wild
A growing company hires an operations lead who interviews well but repeatedly waits for the founder to supply the next three tasks. The 30-day review documents the issue and sets an expectation for proactive planning. At 60 days, the founder checks whether the behavior changed; if it did not, the company can act before the mismatch becomes entrenched.
→ The company reaches an evidence-based decision within the first 90 days instead of carrying an unsuitable key hire for a year.
Common mistakes
Desperate hiring
Urgency encourages the founder to select an early candidate without adequately testing mission, motivation, or role fit.
Relying on verbal feedback
Undocumented calls leave expectations ambiguous and make recurring performance patterns difficult to establish.
Ignoring the honeymoon period
Strong initial effort can conceal a deeper alignment problem that appears only after the first few months.
Is it for you?
Best for
It is best for founders making important early hires while formal management systems are still immature.
Not ideal for
It is not ideal as a substitute for role-specific skills assessments or legally compliant employment procedures.
From the transcript
“And I think one of the biggest things that I learned was you have to document things, even if you're a small business and you're…”
“Oh, yeah. 30 days, 60 days, 90 days. You know, constructive feedback. Like, not just glossing things over, noticing red flags and bringing them up…”
“Being a self-starter. If they're not a self-starter, if they have to be reminded of everything. And these are your next three steps. You know,…”
From the episode
From Etsy to Empire: Dylan Jahraus’ 7-Figure Pivot
Dylan Jahraus