Episode 219

219: Why a 90-Day Probation Might Not Be Doing What You Think It Is

Still using a 90-day probationary period to “test out” new hires? It might be doing more harm than good. In this solo episode, Jackie Koch breaks down why the traditional probationary period is outdated, misleading, and potentially risky for your business.

You’ll learn what 90-day periods really signal to your new team members (hint: it’s not trust), why they don’t actually protect you legally, and how to better structure the first three months of employment to set your new hire—and your business—up for success.

Jackie shares a modern, compliance-friendly alternative: creating a structured onboarding plan with clear expectations, regular check-ins, and milestone-driven ramp periods. Whether you’re a startup founder or a small business owner trying to reduce hiring risk, this episode gives you the tools to do it the right way.

What you’ll hear in this episode:

[2:00] Why business owners use 90-day probationary periods

[4:10] The legal truth about at-will employment and false protection

[7:25] How “probation” language lands with your new hire

[10:15] The better way to ease hiring risk

[13:40] How to set clear expectations and success milestones

[16:05] What a solid onboarding plan actually includes

[18:45] When a 90-day period does make sense (ramp periods, stretch roles, benefit alignment)

[23:00] Final thoughts: What to do instead of probationary periods

Resources & Links:

💼 Learn more at peopleprinciples.co

💬 Connect with Jackie on LinkedIn

If this episode made you rethink your onboarding or hiring process, do us a favor—send it to a fellow business owner or hiring manager. And don’t forget to check out People Principles for done-for-you hiring tools and HR foundations that actually work

About the Podcast

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World's Greatest Boss

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About your host

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Jackie Koch

Hey, I’m Jackie Koch. I have over 15 years of experience prospecting talent and building teams for Fortune 500 companies, startups and small businesses in all types of industries.  Technically, I have an MBA from Concordia University, although I’d argue I learned more about growing and scaling a modern business over the last 5 years in the LA tech start up scene. There I built out recruiting and People Operations teams for high growth tech start ups. I love entrepreneurs and being one at heart, I started my own business during the pandemic. I’m the founder and CEO of People Principles where I help founders scale through fractional recruiting and people operations services.