First 90 Days
Critical onboarding window for a new hire.
By day 90, a new hire should have shipped a measurable contribution and had a structured review. Strong performers either shine or signal mis-hire by then.
The structure that works: day 1 equipment + accounts, week 1 buddy + manager 1:1 cadence, month 1 first measurable contribution, day 30/60/90 written check-ins, day 90 formal review.
Keep going. Cross-pollinate.
First-year attrition costs 30–50% of salary. Here's the day-by-day, week-by-week structure that we recommend to every Screeq customer, with the metrics that matter at each stage.
Structured first 30/60/90 days for new hires.
We're hiring a Lifecycle / CRM Marketer to own the email and lifecycle programme. You'll work in a small, senior team that ships, owns its outcomes, and treats teammates and candidates with respect.
Twenty structured interview questions for Lifecycle / CRM Marketer roles, mixing behavioural, technical, situational, and values. Score 1–5 per question, calibrate independently before debate.
Startups need to hire fast, look credible, and not bleed cash on HR tools. Screeq is the only ATS that grows with you into a full HRMS — so you don't replatform at Series A.
Lever blends ATS and sourcing CRM well. Same gap as Greenhouse — once the candidate becomes an employee, you need another product.
The platform
behind the definitions.
Screeq is the only ATS with a full HRMS built in. 14-day free trial.