How to Answer “What Are Your 30-60-90 Day Plans?” in an Interview

The 30-60-90 day plan question is a common part of the interview process, especially for roles requiring strategic and organizational skills.

Employers ask this question to assess how well you’ve prepared for the role, how you’ll approach your job responsibilities, and your potential impact.

Crafting an effective 30-60-90 day plan can help you showcase your strategic thinking and readiness to hit the ground running in your new role.

Why do employers ask “What are your 30-60-90 day plans?”

Employers ask “What are your 30-60-90 day plans?” in an Interview to assess your planning and organizational skills, gauge your understanding of the role and company, and evaluate cultural fit and proactive attitude.

Assessing your planning and organizational skills

Employers use this question to gauge your ability to create a solid plan that includes actionable goals.

A thoughtful 30-60-90 day plan shows that you can manage key objectives while being organized and strategic.

Gauging your understanding of the role and company

This question also allows hiring managers to assess whether you’ve researched the company culture and understand the core responsibilities of the position.

By highlighting relevant company goals and current processes, you demonstrate that you’re ready to contribute meaningfully.

Evaluating cultural fit and proactive attitude

Employers are looking for someone who will adapt well to the company culture and show a proactive attitude.

Aligning your 90-day plan with the organization’s mission and values shows you’ll be a committed team player invested in the company’s success.

How to answer “What are your 30-60-90 day plans?”

To answer “What are your 30-60-90 day plans?” research the company and role, identify key objectives, align with company goals, and tailor your plan to the role and industry.

Research the company and role

Research the company’s mission, values, and recent developments to understand its unique goals and challenges.

Review the job postings and any relevant executive team announcements to gain insights into the job responsibilities and role expectations.

This foundation allows you to customize your 30-60-90 day plan.

Identify key objectives

Define your immediate priorities and long-term goals in line with the role.

For example, focusing on learning goals in the first 30 days can give you a deeper understanding of the team’s expectations, while performance goals in later phases highlight your commitment to driving results.

Align with company goals

Show that you understand how your personal goals align with broader company goals by describing how you’ll contribute to organizational success.

Present concrete performance goals that demonstrate added value, and customize your plan to reflect current project goals and any strategic initiatives.

Tailor your plan to the role and industry

Each role and industry has specific requirements.

By identifying demand skills for your position, you can tailor your actionable steps to demonstrate industry-relevant strengths, whether in CSS skills for a development role or content topics for marketing.

Be specific and realistic

Set achievable goals that show realistic, SMART goals for each phase of your 30-60-90 day strategy.

By focusing on attainable goals and avoiding over-promising, you can present a challenging goal within reach and backed by action steps.

Show enthusiasm and confidence

Express your excitement about contributing to the organization, reinforcing that you see this role as a crucial step in your career journey.

Confidence in your career development plan demonstrates that you’re prepared to make an impact.

Keep it concise and structured

Organize your response to highlight each phase’s actionable strategies without unnecessary detail.

Use a 30-60-90 day plan template to help you cover essential points while keeping your answer clear and structured.

Crafting your 30-day plan

Crafting your 30-day plan should include learning and onboarding, building relationships, and setting initial goals.

Learning and onboarding

Focus on understanding the company processes, tools, and onboarding process during the first 30 days.

Schedule meetings with team members and stakeholders to learn their expectations and start building a baseline understanding of your role.

Building relationships

Developing relationships early is a critical step to your success.

Begin networking within the organization, connecting with cross-functional product development teams or customer support team members to establish strong foundations.

Setting initial goals

Clarify initial expectations with your manager to set concrete goals that showcase your contributions from day one.

Outlining your initial months with clear, immediate goals emphasizes your proactive approach.

Developing your 60-day plan

Developing your 60-day plan should involve applying your skills, seeking feedback, and enhancing collaboration.

Applying your skills

During the next 30 days, begin applying your transferable skills to specific projects.

By taking on small tasks aligned with team objectives, you’re demonstrating your commitment to contributing and learning.

Seeking feedback

Schedule regular check-ins with your supervisor to discuss your progress and adjust based on their follow-up questions and input.

This phase is an assimilation phase, allowing you to improve your approach based on feedback.

Enhancing collaboration

Participate in team meetings and support your colleagues on collaborative projects.

Enhancing collaboration with your team shows you’re a committed team player and creates opportunities for better communication over time.

Outlining your 90-day plan

Outlining your 90-day plan should include driving results, demonstrating leadership, and evaluating progress.

Driving results

By the 90-day mark, focus on driving results.

You might lead larger projects, implement process improvements, or tackle other initiatives that contribute to the company’s strategic initiatives.

Demonstrating leadership

Show leadership by mentoring newer team members with one-on-one meetings and checkins or by taking initiative on complex issues.

These actions will highlight your ability to be a central role player within the team that has the ability to not just complete your own tasks but drives the growth of other team members.

Evaluating progress

Reflect on your achievements from your first 90 days compared to the concrete performance goals set at the start of your onboarding.

Assess your progress and outline future development steps with your supervisor, ensuring you’re on track for continued success.

Common mistakes to avoid when answering “What are your 30-60-90 day plans?”

Common mistakes to avoid when answering “What are your 30-60-90 day plans?” include being vague or overly general, overcommitting beyond practical limits, ignoring company culture and values, and failing to show initiative.

Being vague or overly general

Avoid generalities like “I intend to improve the efficiency of the department.” or “I plan to increase revenue.”

Instead, focus on specific, actionable goals that convey a clear plan.

Overcommitting beyond practical limits

It’s tempting to promise big outcomes, but avoid unrealistic expectations. Stick with realistic goals that highlight your ambition without overselling your capabilities.

Ignoring company culture and values

Make sure your plan aligns with the company’s corporate culture and values. A misalignment can imply you may not adapt well to the environment.

Failing to show initiative

If you lack a strong 30-60-90 day plan, you may appear passive. Show initiative by defining specific action steps that will make a positive impact.

Sample answers for “What are your 30-60-90 day plans?”

Example answer for “What are your 30-60-90 day plans?” for a marketing position

“In the first 30 days, I would review current content schedules and campaigns, identify areas for content audits, and familiarize myself with the team’s processes. In the 60-day phase, I’d begin working on our content marketing strategy, implementing actionable steps to improve performance. By 90 days, I aim to lead a content strategy refresh that aligns with our company goals and measurable KPIs.”

Example for “What are your 30-60-90 day plans?” for a sales role

“My initial focus would be on understanding our clients and internal processes. By 60 days, I would start making client calls, working towards our sales plan objectives. By 90 days, I would strive to secure new clients and contribute to the team’s project completion times.”

Example for “What are your 30-60-90 day plans?” for a software development job

“For the first 30 days, I’d work on understanding the current operating processes and codebase. By 60 days, I’d contribute to smaller projects within cross-functional product development teams. By 90 days, I’d lead a feature development, enhancing our internal processes.”

How to answer “What is your 30-60-90 day plan?”

Preparing a well-thought-out 30-60-90 day plan demonstrates your strategic mindset and commitment to a smooth onboarding process.

By tailoring your plan to the role and company, you show employers that you’re serious about adapting quickly and contributing meaningfully.

An effective 30-60-90 day plan positions you as a proactive, forward-thinking candidate ready to make an impact and seize the career growth opportunities that lie ahead.

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