- Give access to systems and data in week one, or the first month is wasted.
- Assign a senior sponsor who can remove blockers.
- Agree one measurable target for day 90.
Many AI hires underperform not because they lack skill but because they spend months waiting for access, approvals and attention. A simple onboarding plan prevents that.
Before day one
- Prepare system accounts, tool licences and access to the data the first workflow needs.
- Brief the department heads they will work with.
- Confirm the internal AI policy and any security reviews needed.
Days 1 to 30: understand and map
Meet stakeholders, map two or three candidate processes, measure baselines and agree the first workflow with the sponsor.
Days 31 to 60: build the first workflow
Build, test with real cases, and run alongside the existing process. Fix edge cases and train the first users.
Days 61 to 90: go live and report
Switch over, measure results against the baseline, and present a short report: what was saved, what was learned, and the next two workflows.
The sponsor matters most
A senior sponsor, often the COO, CFO or a business unit head, should meet the new hire weekly in the first month. The sponsor's job is to unblock: approvals, data access, and persuading reluctant teams.
A clear day-90 target
For example: "Invoice processing for the Hong Kong entity automated, with turnaround reduced from three days to one and staff hours halved." A concrete target makes the review simple and builds the case for the next phase.
Want this working in your company?
Tell us how your team works today. Within two business days you get a recommended hiring model and a scoped proposal.
Talk to us