What Separates Great from Good in Your First 90 Days at Flock

Over time, we’ve noticed something: the new hires who thrive at Flock tend to have a lot in common with each other, no matter their role or department. The same patterns show up again and again, and they show up early.

'What does it take to succeed at Flock?' It's one of the most common questions we get in interviews, so we're answering it here. This is what the first 90 days actually tend to look like, and what tends to set people up to do their best work.

Days 1-30: the tone gets set fast

The people who ramp best in month one aren't necessarily the most experienced or the most credentialed. They're the ones who move like the role is already theirs.

In the data, the strongest starts share a few things in common:

• They set up cross-functional 1:1s without being asked
• They ask about outcomes, not just how to do the task in front of them
• They spot a gap in their own role and bring it to their manager instead of sitting with it
• They take early coaching and apply it, instead of getting defensive
• Their energy is visible from day one, not something that builds slowly

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None of this requires tenure or insider knowledge. It requires initiative. Flock moves fast, and the new hires who match that pace early tend to keep matching it.

Days 31-90: the day 60 turning point

If month one sets the tone, day 60 is where it either compounds or stalls. Our data shows this is the clearest inflection point in a new hire's first year.

The hires who are thriving by day 90 aren’t just checking boxes on their 90-day plan. They're implementing close to 90% of the coaching they get in real work, not just nodding along in the meeting where they heard it. They've handled at least one ambiguous, messy situation without needing to escalate it. And they've started building credibility with people outside their own team, not just their manager.

The throughline: momentum from the first month should build. The new hires who ask more questions in week one are usually the same ones handling ambiguity well by week twelve.

What it really comes down to

Strip away the timeline and four things show up again and again in the data:

• Ownership. Treating the role like it's already yours, not waiting to be told what to fix.
• Pace. Building steady week-over-week momentum instead of a strong start followed by a lull.
• Coachability. Actually changing behavior after feedback, not just agreeing with it in the moment.
• Being a teammate. Building relationships across functions, not just inside your own team, and making the people around you better.

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These show up in the reviews of every high performer we looked at, regardless of role or department.

What this means if you're considering Flock

We're telling you this upfront because we'd rather you know what winning looks like here before you start than figure it out by trial and error. If you're someone who moves with urgency, takes ownership without being asked, and treats feedback as fuel instead of criticism, you'll find the pace of Flock energizing rather than overwhelming.

Check out our open roles.