30 60 90 Day Plan for Recruiters: Free Template and Example

What should a recruiter’s 30 60 90 day plan cover?

A good plan covers three things for each month: what the recruiter will learn, what they will do, and how you will both know it is working. The first month is about learning the business and the tools, the second about running searches with support, and the third about owning a full desk.

Keep each month to a short list of goals and activities you can actually check. “Build relationships” is hard to measure. “Meet every hiring manager you support and agree a feedback time with each one” is clear, and you will know by day 30 whether it happened.

Give the new recruiter a named buddy for the first month, separate from their manager. The buddy answers the small daily questions about tools, templates and who to ask, which frees the manager to focus on coaching and the check ins.

How is an agency recruiter plan different from an in house plan?

An agency plan adds business development and revenue. A new agency recruiter needs to learn the market, start calling clients and win job orders as well as fill roles, so the plan should include weekly business development activity and a target for first job orders and placements.

An in house plan focuses on relationships and process. The new recruiter needs to learn the internal approval steps, build trust with hiring managers and fix bottlenecks such as slow feedback. Measures lean toward time to fill, hiring manager satisfaction and offer acceptance rather than fees.

How do you set targets for a new recruiter?

Base targets on your own team’s recent numbers, not on figures from the internet. Look at what your current recruiters did in their first three months on similar roles, then set targets slightly below an experienced recruiter for days 31 to 60 and closer to full load by day 90.

Track activity early and results later. In month one, results such as hires say little about the recruiter, because they depend on roles they inherited. By month three they should start to show. If activity is on target but results are not, the problem is usually the quality of the intake or the candidate pitch, which coaching can fix.

How do you run the 30, 60 and 90 day check ins?

Book all three check ins on the first day so they do not slip.

Keep the tone of the check ins practical. The aim is to find what is getting in the way and remove it, not to grade the recruiter. A new hire who feels safe saying a role is stuck will raise problems early, while there is still time to fix them.

1. Ask the recruiter to fill in the measures table and check in notes before each meeting.
2. Start with what went well, then go through each goal and agree what was met.
3. Agree one or two things to change and the support needed, such as shadowing or training.
4. Update the targets for the next stage if the role or market has changed.
5. Write down the agreed next steps and both sign the plan at day 90.

How do you present a 30 60 90 day plan in a recruiter interview?

Keep it to one page and tailor it to the company. Use what you learned in earlier interviews to name the roles you would work on, the hiring managers or clients you would meet first and one improvement you would test. Show that you plan to listen before changing anything.

Be realistic about numbers. If you do not know the team’s targets, say how you would agree them with your manager rather than guessing. Interviewers want to see that you understand how recruiting works at their company, not a list of big promises.