Post-Hire Enablement
Stop hoping your new hire works out. Know it.
Most companies have a 90-day probation period but no structured plan for it. The result: new hires either sink or swim, managers guess instead of measure, and underperformers stay too long because nobody defined what good looks like.
The Problem
What happens without a probation plan
67%
of new sales hires miss ramp targets
Without clear milestones, managers don't know if someone is behind until it's too late to intervene.
6 months
average time to identify a mis-hire
By then you've lost two quarters of pipeline, burned management bandwidth, and the team has compensated around the gap.
$150k+
cost of a failed revenue hire
Salary, onboarding, lost deals, team disruption, and the cost of re-hiring. A structured probation plan pays for itself with the first hire it catches.
The Solution
A structured 30 / 60 / 90 probation plan
Every skill, attribute, and knowledge module gets assigned to a milestone with a clear standard. Managers know exactly what to look for at each checkpoint.
Foundation
Core knowledge confirmed, coaching rhythm established, foundational skills demonstrated. The new hire shows they can learn and apply feedback.
Execution
Independent execution on key skills, measurable output, identified areas for development. The new hire is contributing, not just learning.
Autonomy
All critical skills certified, operating at target proficiency, running their motion with confidence. Clear pass/fail decision for the business.
What's Included
More than a checklist
Certification Gates
Skills the new hire must formally certify before passing each milestone. Not a vague manager opinion — a scored, evidence-based assessment.
Manager Check-in Cadence
Weekly 1:1s during probation, formal 30/60/90 reviews against the plan, and fortnightly cadence post-probation. The rhythm is built in.
Proficiency Targets
Every skill has a target level — Advanced, Proficient, or Basic. The new hire knows what 'good' looks like from day one.
Shareable Plan
Generate a link to share the plan with the new hire, their manager, HR, and leadership. Everyone sees the same expectations.
Build a Plan
Choose a role to get started
Each plan comes pre-loaded with the skills, attributes, and knowledge modules for that role. Customise the milestones and certification gates to match your business.
Business Development Representative
Outbound prospecting, qualification, and lead management specialists who build pipeline through multi-channel outreach.
Build 30/60/90 plan →
Account Executive
Full-cycle sales professionals who own the deal from discovery through close, building business cases and navigating complex buying processes.
Build 30/60/90 plan →
Sales Engineer
Technical sales specialists who lead discovery, demo delivery, proof of concept management, and technical win strategies.
Build 30/60/90 plan →
Account Manager
Post-sale relationship owners who drive renewals, expansion, and account growth through strategic engagement and commercial negotiation.
Build 30/60/90 plan →
Customer Success Manager
Post-sale success owners who drive onboarding, adoption, retention, and value realisation across the customer lifecycle.
Build 30/60/90 plan →
Business Development Manager
Full-stack revenue professionals who combine prospecting, deal execution, and account management across the complete sales cycle.
Build 30/60/90 plan →
Need Help?
Let us build your probation framework
Pointer Strategy builds structured probation and performance management frameworks for revenue teams — calibrated to your sales motion, ICP, and team structure.
Book a Discovery Call