Your first 90 days
Your first 90 days
What the first 90 days are — and what they aren't
Your first 90 days at Daisy are an introductory period. It's a structure for getting you useful and well-supported: scheduled check-ins, a clear set of expectations, and a manager whose job during that window is your ramp rather than your output.
It is not a probationary period in the legal sense, and it doesn't change your employment status. Employment at Daisy is at-will, which means either you or the company can end the relationship at any time, with or without cause and with or without notice. That's true on day 1, day 89, and day 900. Nothing in this handbook, and nothing anyone says to you during onboarding, creates a contract or a promise of employment for any particular length of time.
We're saying this plainly because the 90-day framing sometimes gets read as "if I make it to day 91, I'm safe" or "before day 90 I can be let go more easily." Neither is how it works. The 90 days are about ramp support, not about a different set of rules.
The check-ins
You and your manager will meet at 30, 60, and 90 days, on top of your regular weekly 1:1s. These are scheduled for you — you don't have to ask.
At 30 days, the question is whether you have what you need. Access, context, a clear first project, and someone to ask when you're stuck. If the answer to any of those is no, this is the meeting that fixes it.
At 60 days, the question is whether you're working independently on something real. You should have shipped or contributed to something, and you should be able to describe what your team is responsible for without looking it up.
At 90 days, you and your manager write down what the next six months look like. This is also where your goals for the current review cycle get set, if the timing lines up.
None of these are graded. There's no score and nothing goes in a file that you haven't seen.
What's expected of you
Not much beyond showing up and asking questions. Specifically:
- Complete your onboarding checklist in the first two weeks — it's mostly paperwork and access.
- Meet the people your manager suggests you meet. Say yes to the coffee chats; they're the fastest way to learn how work actually moves here.
- Ask when you're blocked, and ask earlier than feels comfortable. Two days stuck on something someone could have unblocked in ten minutes is the most common first-month mistake, and it's one nobody will be annoyed about you avoiding.
What's expected of your manager
Weekly 1:1s from week one. A named first project inside two weeks. An onboarding buddy — someone outside your reporting line you can ask the questions you'd rather not ask your manager. And honest feedback close to when the thing happened, not saved up for a check-in.
If any of that isn't happening, tell People Ops. That's a real option, not a nuclear one.
Benefits and the 90-day mark
One thing that genuinely is tied to a date: your benefits don't wait 90 days. Medical, dental, and vision coverage is effective the first of the month following your start date, and you're eligible for the 401(k) with the company match right away, with immediate vesting. See "Health insurance" and "Retirement and 401(k)."
PTO starts accruing from your first pay period. You don't have to wait 90 days to take time off — talk to your manager about timing like anyone else would.
If it isn't going well
If your manager has concerns, you'll hear them from your manager, directly, at the time — not for the first time at a 90-day check-in. That's a standard we hold managers to, and if it isn't what you're experiencing, People Ops wants to know.