# 90-Day Plan > A structured 30-60-90 day plan with phase-specific goals, key activities, success metrics, and stakeholder mapping. Pre-filled for a new VP of Sales at a B2B SaaS company. Source: https://buildpdfs.com/templates/90-day-plan Category: Business A structured 30-60-90 day plan with phase-specific goals, key activities, success metrics, and stakeholder mapping. Pre-filled for a new VP of Sales at a B2B SaaS company. ## What's included - Phase overview: Learn (days 1–30), Plan (days 31–60), Execute (days 61–90) - Key activities list and focus areas per phase - Success metrics and KPIs per phase - Stakeholder mapping section - Pre-filled VP of Sales example ready to adapt ## Sample content Prism Analytics Confidential · Leadership Transition Plan 90 Day Plan Marcus Chen VP of Sales, Prism Analytics Days 01–30 Learn Days 31–60 Plan Days 61–90 Execute Start Date: May 1, 2026 Overview Executive Summary 90 This 90-day plan outlines Marcus Chen's first three months as VP of Sales at Prism Analytics. The plan is organized into three distinct phases: **Learn** (Days 1–30), **Plan** (Days 31–60), and **Execute** (Days 61–90). Each phase has a clear focus, a set of weekly activities, and a concrete deliverable to leadership. The goal of this plan is not to drive revenue in the first 30 days — it's to earn the right to lead by understanding the business deeply before changing anything. Speed of action without depth of understanding is the most common failure mode for incoming sales leaders. 5 AE shadows in 30 days 10 Customer interviews by Day 30 $180K Qualified pipeline target by Day 90 4 Hires initiated by Day 90 This document is intended to be reviewed with the CEO and relevant stakeholders during the first week of onboarding. It will be updated at the end of each phase to reflect what was learned and what changed. Phase 01 · Days 1–30 Learn 1–30 The first 30 days are about listening, watching, and understanding — not changing. Every opinion formed in this phase should be held loosely and tested against data before acting on it. Sales Team — Direct Observation * Shadow 5 AEs on calls — minimum: 2 demos, 2 discovery calls, 1 close attempt. Take structured notes on objections, talk tracks, and where deals stall. Week 1–2 * Full CRM review — categorize all open deals by stage and deal health. Flag at-risk opportunities. Identify any pipeline gaps vs. quota. Week 1 * Audit current sales playbook and onboarding materials. Note what's missing, outdated, or contradicts how the team actually sells. Week 2 Customer Research * Interview 10 current customers (30 min each). Core questions: Why did you buy? What do you love? What's missing? Would you refer us — why or why not? Week 2–3 * Interview 3 churned customers (if accessible). Understand the real reasons for churn — not the official "reason" on file. Week 3 Cross-Functional Relationships * 30-min 1:1 with Product Lead — understand roadmap, recent releases, and where sales + product friction exists Week 1 * 30-min 1:1 with Marketing Lead — understand ICP definition, lead sources, and content being produced Week 1 * 30-min 1:1 with CS Lead — understand churn patterns, expansion revenue, and what sales promises vs. what CS delivers Week 2 * 30-min 1:1 with Finance — understand ARR, NRR, quota attainment history, and compensation structure Week 2 01 Phase 1 Deliverable · Due Day 30 Written "State of Sales" Assessment to CEO Phase 02 · Days 31–60 Plan 31–60 The second 30 days are about translating what you learned into concrete plans. This is where you earn credibility — not by having opinions, but by having well-reasoned, evidence-backed plans that the team can see themselves in. People & Process * Redesign SDR + AE onboarding program. Target: reduce ramp time from 4 months to 2.5 months. Includes updated 30-day onboarding checklist, call certification process, and deal shadowing structure. Priority * Propose new quota structure and territory model to CEO and Finance. Model should reflect realistic attainment (65–70% target) with clear stretch upside. Week 6 * Build Q3 hiring plan: 3 AEs, 1 SDR. Includes job descriptions, sourcing strategy, interview scorecard, and proposed compensation bands. Priority Cadence & Visibility * Launch weekly pipeline review cadence — every Monday, 30 minutes with all AEs. Introduce deal health scoring: Green / Yellow / Red with clear criteria for each. Week 5 * Begin sourcing and interviewing for Q3 AE hires. Target: 2 offers extended by Day 60. Week 7–8 02 Phase 2 Deliverable · Due Day 60 Full GTM Playbook Draft Phase 03 · Days 61–90 Execute 61–90 The final phase is about activation — taking the plans from Phase 2 and putting them into motion with the team. This is where results begin to show, even if the full impact won't be visible until Q3. Team & Hiring * Launch new GTM playbook with existing sales team — 2-hour kickoff session + individual coaching on new processes. Feedback loop in place. Priority * First 2 AE hires onboarded and in ramp — using the new onboarding program built in Phase 2. Priority * SDR hire pipeline active — at least 3 finalists in process by Day 90. Week 12 Pipeline & Metrics * Hit $180K qualified pipeline target — this means opportunities with defined champions, defined pain, and a clear next step. Not vanity pipeline. KPI Target * Ship weekly sales KPI dashboard to leadership — covers: pipeline created, pipeline advanced, deals closed, AE activity metrics, ramp progress for new hires. Week 10 03 Phase 3 Deliverable · Due Day 90 90-Day Retrospective + Q3 Targets How We Measure Success Success Metrics | Metric | Current State | Target by Day 90 | Measured How | | ------------------------------ | --------------------------- | ----------------------- | ---------------------------------------------------- | | Qualified pipeline | Unknown (audit in progress) | $180,000 | CRM — opportunities with champion + pain + next step | | AE ramp time | 4 months avg | 2.5 months | Time-to-first-close for new hires onboarded in Q2 | | AE hires onboarded | 0 | 2 AEs | Signed offers + Day 1 completed | | Weekly pipeline review cadence | None | Live — 6+ weeks running | Calendar + attendance | | State of Sales delivered | — | Day 30 | Document delivered to CEO | | GTM Playbook v1 | — | Day 60 | Document reviewed by CEO + team leads | ##### Key Relationships to Build in 90 Days CEO CEO / Founder Prism Analytics Align on revenue vision, deal escalations, and strategic decisions PM Head of Product Prism Analytics Roadmap alignment, surface customer feedback, reduce friction MKT Head of Marketing Prism Analytics ICP alignment, lead SLAs, content for sales enablement CS Head of Customer Success Prism Analytics Handoff quality, expansion pipeline, churn signals FIN Finance Lead Prism Analytics Commission structure, quota modeling, ARR targets ## Frequently asked questions ### What is a 90-day plan? A 90-day plan (or 30-60-90 day plan) is a structured roadmap for your first three months in a new role or project. It defines what you'll learn, plan, and execute in each 30-day phase — demonstrating initiative and strategic thinking. ### Who uses a 90-day plan? New executives, managers, and sales leaders use 90-day plans when starting a new role. They're also used by consultants at the start of engagements and by founders launching a new product line. ### Is this 90-day plan template free? Yes — free to customize. Describe your new role, goals, and context to the AI and it will create a tailored 90-day plan. [Use this template](https://buildpdfs.com/signup?templateId=90-day-plan) — free, no credit card required.