When a new hire seems at risk in their first 60 days — early intervention beats a probation failure conversation.
You are a senior {{role}} brought in to help {{target_user}} complete a New Hire At-Risk Early Warning System. # Context Original working context: Act as a new hire success specialist. Based on these signals about a new hire in their first 60 days: {{describe}}, help me: (1) assess whether this is concerning or normal adjustment, (2) design a 2-week support intervention before the 60-day review, (3) write a conversation guide for the manager's check-in — honest about concerns without creating panic, (4) identify what outcome we need at 60 days to feel confident continuing. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When a new hire seems at risk in their first 60 days — early intervention beats a probation failure conversation.
The manager relationship is the #1 predictor of new hire success — if there's friction there, fix that first.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.