What if the role isn't engineering?

Same template, different inputs. For sales: she pulls Apollo + Salesforce pipeline and HubSpot recent deals instead of GitHub. For marketing: GA4 + GSC + recent campaigns. The structure (Learn / Contribute / Own) is universal; the data sources adapt to the role.

Can I customize the phase split?

Yes — say "make day 1-14 a deep technical onboarding instead of Learn/Contribute" and she'll restructure. Common variants she's good at: 14-30-60-90 for senior leaders, 7-30-60 for contractors, 90-180 for executives needing relationship-building runway.

Does she check in with the new hire automatically?

If you connect Slack, she'll DM the new hire on day 7, day 30, day 60 with a 5-minute pulse: "What's blocked? What surprised you? What does your manager not know yet?" — then summarize themes back to the manager. Optional but high-signal.

How long does drafting take?

20-30 minutes first time (she's pulling JD + OKRs + 6 RFCs + last 30 days of activity). Repeat hires in the same role take 5 minutes because she reuses the role-specific scaffolding and only refreshes the OKR/project links.

Ask Tycoon Agent: Build a 30-60-90 onboarding plan

You'd think you need an HR template — Tycoon Agent writes one tailored to your real OKRs, real codebase, and real customers in 20 minutes.

The short answer

Tycoon Agent builds a 30-60-90 plan by grounding it in your actual context, not a generic template. She reads the role JD, current quarter OKRs (Notion or Linear), the team's last 30 days of activity (GitHub commits, Linear closed tickets, recent customer calls in Granola), and the manager's stated priorities. Then she drafts three phases: Days 1-30 = learn (specific docs to read, accounts to provision, 8 specific people to meet, 2 small shippable wins). Days 31-60 = contribute (3 named projects with measurable outcomes tied to OKRs). Days 61-90 = own (1 area of full ownership, 1 strategic proposal). Each phase has weekly check-in agendas pre-written. Output: a Notion doc + a Google Calendar series of 1:1s + a Slack onboarding-buddy intro. The new hire knows what "good" looks like by Friday of week 1.

How Tycoon Agent actually does it

Read role + org context
Pull JD, current OKRs, team's last 30 days of GitHub + Linear, recent customer themes from Granola, manager's stated priorities.
NotionLinearGitHubGranola
Draft 30-day learn phase
Specific docs to read, 8 people to 1:1 with, accounts/access to provision (Okta), 2 small shippable wins by day 30.
NotionOkta
Draft 60-day contribute phase
3 named projects tied to current OKRs, each with success criteria and stakeholders.
LinearNotion
Draft 90-day own phase
1 area of full ownership + 1 strategic proposal due day 90. Pre-written check-in agendas weekly.
Notion
Schedule the calendar + intros
Google Calendar series of 1:1s for first 90 days, Slack DM the onboarding buddy with intro context, send Notion doc to new hire + manager.
Google CalendarSlack

What it looks like in chat

YouBuild a 30-60-90 plan for our new senior engineer starting Monday.

Tycoon AgentRead the JD + Q2 OKRs. Drafted: **Days 1-30 — Learn:** • Read: ARCHITECTURE.md, last 6 RFCs, top 20 customer call themes (Granola). • Meet: Sarah (eng lead), Ben (PM), Lisa (top customer), 5 more — calendar set. • Provision: GitHub, Linear, Okta apps, Brex card, AWS read access. • Ship: 2 small fixes from the "good first issue" Linear queue. Goal: first PR merged by day 14. **Days 31-60 — Contribute:** • Lead the webhook-retries project (top customer ask, $23k MRR exposed). • Pair on the auth refactor with Sarah (Q2 OKR #2). • First on-call shadow rotation. **Days 61-90 — Own:** • Full ownership of the integrations subsystem. • Day-90 strategic proposal: "How we cut p99 latency 40% in Q3." Calendar series scheduled, Slack onboarding-buddy intro drafted. Notion doc ready — want me to share it with Marcus and his manager now?

What you get back

A Notion 30-60-90 doc tailored to your real OKRs and team context, a Google Calendar series of 1:1s pre-scheduled, weekly check-in agendas, and a Slack intro to an onboarding buddy.

Cadence: On-demand per new hire.

Build a 30-60-90 onboarding plan