MyDay100 · The Interview Weapon

30-60-90 Day Plan
CHRO Example

Walk into the interview with your first 90 days already mapped.

In most industries, the 30-60-90 is the standard the buyer expects.
This is the plan you build in Week 4. Below, a generic example for a CHRO role.
Yours gets written for your role, your buyer, your proof.

Day 1-30 · Diagnose Day 31-60 · Design Day 61-90 · Deliver

Why it works

Buyers see execution, not promises

A CV says what you did.
A 30 · 60 · 90 plan says what you will do, by when, with which deliverable.
Few candidates bring one. The ones who do change the conversation.

30days
Phase 01 · Day 1-30

Diagnose.

Listen first. Map the organisation, the culture and the talent risks: before changing a single thing.

People and culture

  • Map stakeholder ambitions and non-negotiables
  • Run listening interviews with every leadership team member
  • Read the engagement, attrition and absence data cold

Organisation

  • Review org design: spans, layers, duplicated roles
  • Audit the HR operating model: HRIS, payroll, policies
  • Map compliance posture: labour law, works council, open items

Talent

  • Identify critical roles and succession gaps
  • Benchmark compensation against market
  • Assess hiring pipeline health and time-to-fill
Deliverable30-day memo to the CEO: people risk map, quick wins, Day 31-60 agenda.
YOUR NAME · CHRO · DAY 1-30
60days
Phase 02 · Day 31-60

Design.

Translate the diagnosis into a target people model, a talent playbook and a dashboard the board can read at a glance.

Talent architecture

  • Draft target org design with role scorecards
  • Build succession plans for every critical seat
  • Design the leadership development track

Performance and reward

  • Define the KPI and OKR framework
  • Redesign compensation and incentive structure
  • Set transparent promotion criteria

HR operations

  • Set the HRIS and people-analytics roadmap
  • Build the people dashboard v1
  • Harmonise policies across entities
DeliverableTarget people model v1 + talent playbook v1.
YOUR NAME · CHRO · DAY 31-60
90days
Phase 03 · Day 61-90

Deliver.

Succession plans go live, the performance cycle launches, the people dashboard reaches the board: the organisation begins to compound.

Execution

  • Succession plans live for all critical roles
  • First performance cycle launched on the new framework
  • People dashboard flowing to the board monthly

Stakeholders

  • Lock the social dialogue rhythm with the works council
  • Agree the leadership team charter
  • Deliver the first board-level CHRO report
Deliverable90-day board report: people foundation established, talent roadmap confirmed.
YOUR NAME · CHRO · DAY 61-90

This example is generic on purpose.
In Week 4 of the program you write yours: your role, your buyer's problem, your proof points, your deliverables.
Building toward a PE deployment? See the Day 100 plan example for a PE CFO operating partner.