How to Run a 90-Day Review for an Offshore Hire
Playbooks · 5 min read · Updated 2026-07
Run the 90-day review as a two-way conversation covering results against the 30/60/90 goals, what's working, what to develop, and next-quarter goals — plus the hire's own view of the role and what they need. The signals here (on-time delivery, proactivity, communication) reliably predict long-term performance and retention.
Cover results and growth
Review performance against the goals you set at onboarding, celebrate wins, name development areas honestly, and set clear goals for the next quarter. Ground it in the role's KPIs, not impressions.
Make it two-way
Ask the hire how the role is going, what's unclear, and what support they need. A genuine two-way review builds the trust and belonging that keep great people — and surfaces issues while they're still small.
Key takeaways
- Review against the 30/60/90 goals.
- Balance wins with honest development areas.
- Set next-quarter goals.
- Make it two-way — ask what they need.
Common questions
What predicts a great offshore hire at 90 days?
Reliable on-time delivery, proactive communication, and a positive two-way review. Those early signals are strong predictors of long-term success.
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