Generate role-specific learning plans for new team members. Joy builds personalized 30/60/90 day plans from your role requirements, instead of hours of manual curation.
Upcoming functionality
ForL&D professionalsPeople managersHR business partnersNew employees
Parts of this recipe use capabilities on the Joy roadmap: native certifications & learning paths. The rest is part of JoySuite at launch, ready whenever you ask.
What it can look like
An illustrative example. Your output will reflect your own sources, data, and prompts.
Course Studio
Course Studio matched the enterprise CSM role against your course catalog and laid out a 90-day learning path: three phases, each drawing on courses you already own
The plan is sequenced so product fluency comes before customer-facing work, and independent account ownership comes last. Open any phase to see its objective and the courses it pulls from your catalog.
Objective. Get the new CSM fluent in the product and the enterprise segment before they touch a live account.
Week 1: Product Fundamentals. The four-hour core course, plus three shadowed customer calls.
Week 2: The enterprise segment. Who buys, why they churn, and the accounts they will inherit. Draws on the Enterprise Playbook course.
Weeks 3–4: Internal partners. Working sessions with Sales, Support, and Product, ending in a Friday manager check-in.
Objective. Move from watching to doing. The CSM runs their first customer interactions with a buddy in the room.
Week 5: Success planning. Building a mutual success plan for one assigned account. Draws on the Customer Success Methodology course.
Week 6: Leading the call. First customer call with a senior CSM as backup.
Weeks 7–8: Health and risk. Reading account-health signals and flagging risk early, ending in an end-of-week-8 check-in.
Objective. Hand the CSM full ownership of a small book of business, with the skills to expand it.
Weeks 9–10: Own five accounts. Independent management of five enterprise accounts.
Week 11: Advanced negotiation. The renewal and expansion module from the catalog.
Week 12: Present a QBR. A mock quarterly business review to internal stakeholders, then the 90-day review.
Here is one knowledge check from the Methodology phase.
An enterprise account has high product usage, but the executive sponsor who championed the deal just left the company. How do you read this account’s health?
Healthy. Usage is the strongest signal and it is high.
At risk. Losing the sponsor removes the internal champion, regardless of usage.
No change. Sponsors leave all the time and it rarely affects renewals.
At risk only if usage also drops next month.
The account is at risk. Strong usage matters, but an enterprise renewal depends on an internal champion, so a sponsor change is a leading risk signal that usage alone will not reveal.
Want me to expand the Foundations phase into week-by-week lessons and add the manager check-in prompts for each phase?
Four steps to personalized onboarding
New Hire Learning Plan turns role requirements into structured learning journeys. Give Joy a job description, competency model, or even rough notes about what the role needs, and it generates a complete 30/60/90 day plan with specific courses, milestones, and check-ins.
Provide role context
Upload a job description, paste competencies, or describe the role in your own words. Joy works with polished documents or rough bullet points.
Ask Joy to build the plan
Tell Joy about the new hire and what you need: "Create a 90-day learning plan for a senior engineer joining the payments team" or "Build an onboarding path for a first-time manager in customer success."
Review and refine
Joy generates a complete learning plan with weekly milestones, recommended courses, and manager check-ins. Ask for changes: "Add more on our tech stack" or "Shorten to 60 days."
Assign and track
Copy the plan into a doc for the new hire and their manager, or assign the training directly in JoySuite and track completion.
Save it as a team command
Save this prompt as a custom command on the assistant your team already uses, so anyone can use it in one click.
Make it yours
Role-specific
Each plan reflects the competencies and skills needed for that specific role.
Catalog-aware
Joy recommends courses from your existing training library, so plans include content you already have.
Structured timeline
Clear 30/60/90 day milestones with weekly goals, manager check-ins, and success criteria.
Trackable progress
Assign the training and track completion. Managers can see where their new hire stands.
Manager onboarding
Extended plans for new managers that include leadership training, skip-level meetings, and team-building milestones.
Internal transfer plan
Shorter plans for employees moving to new roles: skip the basics, focus on role-specific skills.
Remote-first version
Plans designed for distributed teams with virtual coffee chats, async check-ins, and timezone-aware scheduling.
Fast-track plan
Condensed 30-day plans for experienced hires who need role context but not foundational training.
Frequently asked questions
How does AI create personalized onboarding plans?
Joy analyzes job descriptions, competency models, and role requirements to generate custom 30/60/90 day learning plans with specific courses, milestones, and check-ins tailored to each role.
What is a 30/60/90 day onboarding plan?
A structured learning journey with clear milestones for the first 30, 60, and 90 days of employment. Each phase has specific goals, training assignments, and manager check-ins to ensure new hires ramp effectively.
Can I customize the AI-generated learning plan?
Yes. After Joy generates the initial plan, you can ask for changes like "Add more technical training" or "Shorten to 60 days." The plan is fully editable before assigning to new hires.
Does this work with my existing training content?
Yes. Joy is catalog-aware and recommends courses from your existing training library, so plans include content you already have rather than requiring new material.
How do I track new hire progress on their learning plan?
Assign the training in JoySuite and track completion. Managers see exactly where their new hire stands and can ask Joy which milestones are at risk.
