Latest / Interview Prep with Fexingo: Behavioral Questions, Case Studies, and Hiring Manager Insights / How to Answer the What Would Your First 90 Days Look Like Question
Transcript
- Lucas: So, Luna, we've covered a lot of interview questions on this show, but there's one that often catches people off guard because it feels like it's asking for a plan you can't possibly know yet. Luna: Right, the 'What would your first 90 days look like?' question. It's a favorite among hiring managers because it reveals so much about your research and your mindset. Lucas: Exactly. And today we're going to break it down with a concrete example. Let's say you're interviewing for a marketing manager role at a mid-sized SaaS company. The company has about 200 employees, they're growing fast, but their marketing team is small, and they've had some turnover. Luna: That's a realistic scenario. And the first thing to remember is that this question isn't about having a perfect plan. It's about showing you've done your homework and you understand what the role actually needs. Lucas: Absolutely. So let's structure a strong answer. I like to use three phases: listening and learning, quick wins, and strategic alignment. In the first phase, which covers roughly the first 30 days, you want to emphasize that you're going to be absorbing information. Lucas: You'd say something like, 'I'd spend the first month getting to know the team, the product, and the customers. I'd meet with stakeholders across sales, product, and customer success to understand what's working and what's not. I'd also dive into the data, look at the current campaigns, and review the analytics to see where the biggest opportunities are.' Luna: That's great because it shows you're not going to come in and start changing things without understanding the context. Hiring managers love that. Lucas: And then, in the second phase, the next 30 days, you focus on quick wins. These are small, visible improvements that build credibility. For example, you might say, 'By the end of the second month, I'd want to have identified one or two areas where we can see immediate impact, like optimizing the landing page conversion rate or launching a targeted email campaign to re-engage dormant leads.' Luna: Quick wins are crucial. They show you're action-oriented, but not reckless. You're balancing speed with thoughtfulness. Lucas: Right. And finally, the third phase, the last 30 days, is about strategic alignment. You want to say that by day 90, you'd have a clearer picture of the longer-term strategy. Something like, 'By the end of the quarter, I'd want to have a full marketing plan for the next six to twelve months, aligned with the company's revenue goals. I'd also have established key performance indicators with my manager to track our progress.' Luna: That's a solid framework. But what if the company is a startup with 10 employees? The answer might be different. Lucas: Great point. In a smaller company, you might compress the timeline. You can't spend 30 days just learning because you're expected to contribute immediately. So you'd say, 'In the first two weeks, I'd learn the product inside out and talk to every customer I can. Then, I'd immediately look for quick wins, like fixing the messaging on the website or setting up a basic lead tracking system.' Luna: And the strategic part might be more about implementing systems that don't exist yet, rather than refining existing ones. Lucas: Exactly. The key is to tailor your answer to the company's stage and culture. If it's a large enterprise, you might emphasize process and collaboration. If it's a startup, you emphasize speed and flexibility. Luna: Now, let's talk about what not to say. What are some common pitfalls? Lucas: One big mistake is being too vague. Saying, 'I'll just do my best and learn the ropes' shows no initiative. Another is being too aggressive, like, 'I'm going to come in and overhaul everything in the first week.' That scares people. Luna: Yeah, you want to avoid sounding like a bull in a china shop. And also avoid getting too into the weeds with tactics. They want to see that you can think strategically, not just talk about 'I'm going to increase email open rates by 20 percent.' Lucas: Right. Another pitfall is not connecting your plan to the company's goals. If you can reference something specific from the job description or the interview, like 'I noticed you're expanding into the healthcare vertical, so I'd focus my first 90 days on understanding that market,' that's powerful. Luna: That shows you've done your research and you're already thinking about how you can contribute to their specific challenges. Lucas: Now, there's one more aspect we should cover, and that's how to handle this question if you're applying for a leadership role. The first 90 days for a manager or director are even more critical because you're setting the tone for your team. Lucas: In that case, you might say, 'In the first month, I'd focus on building relationships with my direct reports, understanding their strengths and challenges, and establishing trust. I'd also work with my peers to align on cross-functional priorities.' Then, in the second month, you'd start to implement small changes to improve team efficiency. Luna: And by day 90, you'd have a clear vision for the team's direction and a plan to get there, while also setting up regular check-ins to ensure everyone is on board. Lucas: Exactly. The key is to show that you're thoughtful about both the business and the people. Speaking of which, if this episode helps you think through your own 90-day plan, and you feel like supporting the show, you can do that at buy me a coffee dot com slash fexingo. It's a small way to keep us ad-free and it genuinely helps us keep making episodes like this. Luna: We really appreciate that. And even if you don't, we're glad you're here. Now, back to the interview question. Lucas: So, one more tip: practice your answer out loud. It should sound natural, not rehearsed. And try to keep it under two minutes. You don't want to ramble. Luna: That's a good point. And it's okay to ask a clarifying question first, like, 'Would you like me to focus on the first 90 days specifically, or on the overall plan?' But only if it's not obvious. Lucas: Yeah, that can show you're thoughtful. But don't overdo it. You don't want to seem like you're avoiding the question. Lucas: Let's also touch on how to tailor your answer to different company cultures. If the company is very process-oriented, like a bank or a big consulting firm, they'll want to hear about structure and milestones. You might say, 'I'd align with my manager on a detailed 30-60-90 day plan, with specific deliverables for each phase.' Luna: And if it's a creative agency, they might value flexibility and innovation more. So you'd emphasize collaboration and exploring new ideas. Lucas: Exactly. The bottom line is that this question is really about your ability to plan and adapt. Hiring managers want to see that you're not just winging it. Luna: So, to wrap up, what's the takeaway for our listeners? Lucas: The takeaway is to use the three-phase framework: learn, act, strategize. And always tie your plan to the company's specific context. That's what will make your answer memorable. Luna: And don't forget to practice. The more comfortable you are with your plan, the more confident you'll sound in the interview. Lucas: Absolutely. So next time you're asked, 'What would your first 90 days look like?' you'll be ready to give an answer that shows you're not just a candidate, but a future employee who's already thinking about how to hit the ground running. Luna: And that's a wrap for today. Join us next time for another episode of Interview Prep with Fexingo.