My amazing serial entrepreneur friend, Doug Craver, likes to help new hires work from a 100 day plan. By design, he makes it feel more like a successful launch than a probationary period.
The plan can be a beautiful way for people to discover the work to be done, the alignments already active in their team, the ecosystem of talents and networks of resources. Others on the team help inspire, inform and adapt the plan as onboarding and enculturation unfolds. Of course it can and should begin with what would be good on day 100 and what goodness the new hire brings to the table. Growing questions are quickly defined and used to give shape to each of the 100 days.