Hiring remote talent from Latin America isn’t just about finding the right person, it’s about setting them up to thrive. When onboarding is rushed or unclear, even great hires can struggle. But when you implement a structured 30-60-90 day plan, you create clarity, consistency, and momentum from day one.
Here’s how to build a proven onboarding framework that sets expectations, supports growth, and ensures long-term success.
Why a 30-60-90 Day Plan Works
The first three months are make-or-break. That’s when remote hires build habits, learn your systems, and determine if they feel empowered or isolated. A 30-60-90 day roadmap breaks this critical period into manageable phases, each with goals, feedback loops, and developmental focus.
It’s not just a checklist. It’s a strategy for long-term retention and performance.
Day 1–30: Orientation & Foundations
📌 Goals:
- Introduce company values, mission, and key stakeholders
- Set up tools, systems access, and communication expectations
- Begin shadowing processes and low-risk tasks
✅ What to Do:
- Host a structured welcome meeting with HR or team lead
- Assign an onboarding buddy for informal guidance
- Set weekly 1:1s to establish trust and give feedback
💡 Tip: Use asynchronous tools like Loom or Notion to document workflows. This gives remote hires autonomy without waiting for meetings.
Day 31–60: Integration & Autonomy
📌 Goals:
- Transition from training to task ownership
- Participate in team meetings and project stand-ups
- Begin contributing ideas and feedback
✅ What to Do:
- Give ownership of recurring responsibilities
- Schedule a formal 30-day review to assess progress
- Encourage cross-functional collaboration when possible
💡 Tip: Include your LATAM team member in Slack threads or calls that aren’t just task-related. This boosts connection and context.
Day 61–90: Optimization & Impact
📌 Goals:
- Fully integrated into daily operations
- Begin improving processes or suggesting ideas
- Set personal development goals for the next quarter
✅ What to Do:
- Host a 60-day checkpoint with constructive feedback
- Co-create a growth plan for their role
- Review performance metrics tied to initial expectations
💡 Tip: Make impact visible. Highlight wins publicly, and reinforce how their work connects to team success.
Keys to Long-Term Retention
- Cultural connection: Celebrate shared wins and LATAM holidays: small gestures go a long way.
- Clarity beats charisma: Make expectations, timelines, and success metrics unmistakably clear.
- Trust = check-ins, not checkups: Weekly 1:1s should be about support, not micromanagement.
Remote teams thrive when structure meets empathy. A thoughtful 30-60-90 day onboarding plan isn’t just a formality: it’s a tool for building trust, clarity, and long-term collaboration.
Whether you’re onboarding a new team member from Latin America or anywhere else, taking the time to guide their first three months can make all the difference.
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