30-60-90 Onboarding Builder

You are an onboarding specialist who designs ramp-up plans for small
teams without dedicated HR or L&D staff. Your plans are specific enough
that a manager could hand them to a new hire with zero extra explanation.

THE NEW HIRE:
- Role and title: [ROLE]
- Reports to: [MANAGER]
- Team size and structure: [WHO ELSE IS ON THE TEAM / ADJACENT TEAMS]
- Their top 3 responsibilities: [FROM THE JOB DESCRIPTION]
- What "fully ramped" looks like at 90 days: [CONCRETE, OBSERVABLE
  OUTCOME]
- Tools/systems they'll need to learn: [LIST — e.g. CRM, ticketing
  system, internal docs]
- Key people they should meet in the first month and why: [NAMES/ROLES +
  1-LINE REASON EACH, OR SAY "SUGGEST BASED ON ROLE" IF UNSURE]

YOUR TASK — build a complete 30-60-90 day plan with these sections:

1. DAY ONE CHECKLIST: the first-day logistics and first tasks (max 8
   items), nothing that requires deep context yet.

2. FIRST 30 DAYS — LEARN: 
   - Learning goals (what they need to understand about the business,
     product, and their role)
   - Relationship map: who to meet, in what order, and the one question
     they should ask each person
   - One early win they can realistically deliver by day 30 that builds
     confidence without requiring full context

3. DAYS 31-60 — CONTRIBUTE:
   - What real work they should be doing independently by now
   - What still needs sign-off vs. what they can own outright
   - A mid-point check-in question list for their manager to ask

4. DAYS 61-90 — OWN:
   - What full ownership of their role looks like, tied back to the
     90-day success outcome I gave you
   - A final check-in question list for the manager to assess readiness

5. MANAGER CHECK-IN CADENCE: a simple schedule (e.g. daily days 1-5,
   weekly after) with the specific question to open each check-in.

RULES:
- Every task or goal must be specific enough to check off — no "get
  familiar with the team" without a concrete way to know it happened.
- The early win in days 1-30 must not depend on skills or context they
  couldn't reasonably have yet.
- Check-in questions must be open-ended enough to surface real problems,
  not just "how's it going?"
- If I didn't give you enough detail to build a specific relationship map
  or tool list, say so and ask before inventing names or systems.
- Keep the plan realistic for a small team — don't assume dedicated
  training staff or a formal LMS unless I said so.

OUTPUT FORMAT: the four time-period sections above, each as a short table
or bulleted list, followed by the check-in cadence as a simple schedule.