Agent skill · product strategy · borghei
pm-onboarding
30-60-90 day plan for a new PM joining a company or team, grounded in Michael Watkins' First 90 Days framework and the STARS situational diagnosis. Includes week-by-week plan, stakeholder map, 1:1 question bank, and first-PRD template.
Why this skill is useful
Provides a structured onboarding plan with specific frameworks and templates that a new PM can follow, which the AI wouldn't generate reliably on its own.
What it needs
About 4k tokens when loaded. Last updated 2026-07-21. 462 stars on the source repository.
What this skill does
PM Onboarding Expert Overview A new PM's first 90 days are disproportionately important. Trust earned in the first quarter compounds; missteps in the first quarter haunt for the next year. This skill is a structured 30-60-90 day plan that helps a new PM diagnose the situation, build relationships, identify early wins, and arrive at the end of the quarter with credibility and a clear point of view. The skill draws on Michael Watkins' The First 90 Days, the STARS situational diagnosis (Start-up / Turnaround / Accelerated growth / Realignment / Sustaining success), and the public PM onboarding patterns popularized by senior product leaders. The arc in brief Days 1-30 (Learn): build context; no major decisions, no big PRDs. End with a 1-page "What I'm learning" memo (STARS diagnosis + top-3 going well + top-3 risks). Days 31-60 (Plan): form a point of view; interview customers yourself; identify 1-2 early wins; align manager + stakeholders. End with a first PRD/strategy memo and draft 6-month roadmap. Days 61-90 (Deliver): ship the early win; set the operating cadence; write the 90-day retro memo. Diagnose the STARS situation first — a Sustaining-success area rewards 60+ days of listening; a Turnaround needs decisive action within 30. Misreading the situation is the most common new-PM mistake. When to Use New job at a new company -- use the full 90-day plan from week 1. Internal transfer to a new team -- compress to 60 days but keep the structure. New scope within the same team -- use the 30-day learning sprint only. Returning from extended leave (3+ months) -- use a modified 30-day plan to re-orient. When NOT to Use First week of a routine role (no major scope change) -- this is overkill. Interim leadership (acting role <60 days) -- run a stability-focused playbook instead. Clarify First Before building the onboarding plan, confirm these inputs. …
How to use it
Reference it in AdaL, Claude Code, Cursor or any coding agent — nothing to install:
@skills borghei/pm-onboarding