New-Hire Ramp & Milestone Check-in Tracker: Never Let Probation Drift Again

The problem this kills

A new hire starts, everyone's busy, and the calendar just... rolls. There's a vague plan to "check in," but week 1 slides into week 5, the 30-day conversation never happens, and the first real signal that something's off arrives the week before probation ends — when it's suddenly a crisis and you're out of runway to fix it.

The cost is real on both sides. A struggling hire who could have been coached in week 2 gets quietly written off in month 3. A great hire who needed one piece of support never got asked. And the end-of-probation decision — confirm, extend, or part ways — gets made in a hurry, undocumented, sometimes after the deadline has already passed and the person is now permanent by default. You don't need a fancy HR platform to fix this, and you don't need to be a developer.

What you'll build

A simple internal web tool. You import your new-hire list with start dates, and the tool automatically lays out each person's milestone schedule — week 1, 30 / 60 / 90 days, end of probation, or whatever cadence your company uses. As each milestone comes due, the tool emails the manager the right check-in questions for that specific milestone and gives them a screen to record how it went: a ramp status (on-track / needs support / at-risk), private notes, and answers to the prompts. Flag someone at-risk and the tool requires a support plan before moving on. The end-of-probation milestone is special: it routes a confirm / extend / part-ways decision to the manager and HR for sign-off, and only an approved decision can be exported to your HRIS. Nobody's probation ends silently — an approaching, undecided decision gets escalated.

What's inside the Implementation Plan

The downloadable plan is a step-by-step file you paste into an AI coding agent. It opens by interviewing you about your business — your real milestone cadence, who runs check-ins, exactly what your new-hire data looks like (names, start dates, departments, manager fields), your probation length and decision rules, the questions you ask at each milestone, and the messy exceptions like part-time ramps, extended probation, and re-hires — and then it tailors the schedule logic, the data model, and every later step to your answers. This is not a generic template; the agent reads a short spec back to you and waits for your thumbs-up before it builds anything. From there it walks the agent through the import and auto-scheduling, the milestone prompts and reminder emails, the ramp-status recording, the at-risk support-plan gate, the end-of-probation decision-and-approve flow, and the HRIS CSV export — each step with a ready-to-copy prompt. There's also a fallback so you can build the whole thing today even with no API to your HRIS.

The governance it includes (this is the point)

This is people data and a decision with real consequences, so it ships with the controls an HR function needs: login so only your team can use it, row-level security so a manager only ever sees their own organization's (and their own team's) hires, a complete audit trail of who recorded which check-in and who approved which decision and when, a hard human-approval gate so a confirm / extend / part-ways outcome is captured and signed off before it's written to the HRIS, and duplicate guards keyed on hire-plus-milestone so the same check-in can't be logged twice. Manager notes are kept private and RLS'd. And approaching, undecided probation deadlines get escalated instead of quietly lapsing.

Who it's for

Managers and HR partners who own onboarding and keep getting blindsided at the end of probation because nobody built in the check-ins along the way. If you can describe how your company runs its first 90 days, you can build this.

You've got this — start with the plan, paste the first prompt, answer the interview, and you'll watch your new hires' milestone schedules light up the same afternoon.