Prompt details

Tested on

Claude Opus 5.5

Length

548 words · 4 fill-ins

Example input

[Job description]: Regional Sales Manager, Upper Midwest Corvell Supply, wholesale distributor of HVAC equipment, parts and supplies to contractors. 14 branches across Minnesota, Wisconsin and Iowa. The role Lead a team of 6 outside sales reps and 2 inside sales reps covering about 1,100 active contractor accounts. Reports to the VP of Sales. What you'll do - Grow sales and gross margin in the region - Coach reps through ride-alongs and weekly pipeline reviews - Win new contractor accounts and grow share in existing ones - Work with branch managers on stock and pricing for key accounts - Drive contractor adoption of our ordering app - Report weekly in Salesforce What you bring - 5+ years selling HVAC/R or building products to contractors - 2+ years leading a sales team - Strong grasp of pricing and margin - Willing to travel 50% within the region

[What you know about the team and company]: From my interviews: the region missed its sales plan last year and gross margin slipped. Two of the six outside reps have been there less than a year. The last manager left 4 months ago and the VP of Sales has been covering. The ordering app launched last year and the VP said contractor adoption is poor. They move to a new Salesforce setup in about 5 months. They are strong in residential HVAC and weaker in light commercial.

[Your background]: 8 years at Northline Distributors, a competing HVAC distributor in the same region. 5 years as an outside sales rep for residential HVAC contractors in the Twin Cities, where I grew my territory from $3.1M to $4.4M in annual sales. Then 3 years as sales team lead for 4 reps (no hiring authority): I set up a weekly pipeline review and a ride-along schedule, and the team hit 104% of plan last year. Ran 8 contractor training nights with a manufacturer partner. EPA 608 certified. Daily Salesforce user.

[How you will use the plan]: Final round: a 30-minute presentation to the VP of Sales and the Director of Operations, then questions. They asked for one slide per phase plus a summary slide. If I get the job, I want to use it as my real plan.

Example output

1. At a glance

Days 1–30 · Learn. I know every rep and the branch managers, and the VP of Sales has agreed my written diagnosis of why the region missed plan and lost margin.
Days 31–60 · Contribute. Every rep has a coaching plan, the weekly pipeline review runs on schedule, and an app adoption push is running against a measured baseline.
Days 61–90 · Own results. I report region sales and gross margin against plan every week and present a light commercial plan and the bigger changes I recommend.

*Assumption tags (A1–A5) link to the questions in section 5. One more assumption: the new Salesforce setup goes live around day 150, so it falls after this plan ends.*

2. The plan

Days 1–30: Learn before changing anything

Goal	Actions	Measure
Know the team and how each rep sells	• One-on-ones with all 8 reps in week 1. Ask what is working, what stalled while the manager role was empty, and what they need from me.<br>• Ride along with each of the 6 outside reps, starting with the 2 hired in the last year.<br>• Sit with both inside reps for half a day each to see quoting, order entry and app support.	• 8 one-on-ones done by day 10<br>• 6 ride-alongs done by day 30<br>• One-page profile per rep: territory, strengths, gaps, accounts at risk
Diagnose last year's sales miss and margin slip	• Pull sales and gross margin (GM) by branch, rep, customer group, and residential vs. light commercial.<br>• Find where margin was lost: price exceptions, product mix, large-account discounts, stock-outs that forced substitutions (A4).<br>• Ask contractors on ride-alongs why they buy from Corvell and where they buy elsewhere.	• Written diagnosis by day 30, reviewed with the VP of Sales. It states hypotheses, not conclusions.<br>• Baseline numbers for sales, GM and app use, with targets [confirm with manager] (A1, A3)

Claude Opus 5.5

30-60-90 Day Plan – 30-60-90 day plan prompt for ChatGPT and Claude

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Claude Opus 5.5

This prompt builds a 30-60-90 day plan for a specific role. Paste the posting, what you know about the team and your background; you get phase goals with measures, a stakeholder map and a one-slide version.

What you get

Goals, actions and measures for each phase, tied to what this team needs
A stakeholder map with who to meet first and what to ask each
A one-slide version for a final-round presentation
Questions to confirm with the hiring manager and the risks the plan avoids

How to use it

1
Collect what you learned
Write down what interviewers told you: problems, recent changes, numbers and who is on the team. That is what makes the plan specific.
2
Fill every [confirm with manager]
Replace each placeholder with a real figure if you have one, or keep it as a question to ask. Never present a target you cannot explain.
3
Rehearse from the slide
Present from the one-page version and keep the full tables ready for questions.

Better results

Paste your interview notes word for word into the team fill-in; the plan is only as specific as what you learned.
Ask a follow-up: "Which three questions will the panel most likely ask about this plan, and how should I answer?"
If you are coming from a competitor, read the risks section before the interview; it changes how you talk about your accounts.

Questions

Can ChatGPT make a 30-60-90 day plan?

Yes, ChatGPT and Claude can make a 30-60-90 day plan, and it is specific when you give them the posting, what you learned in interviews and your background. Without those, you get generic goals. Check every target number before you present it.

What should a 30-60-90 day plan include?

A 30-60-90 day plan should include goals for each phase (learn, contribute, own results), the actions and people behind them, a measure for each goal, and the questions you still need answered. Interview versions also need a one-slide summary.

How do I present a 30-60-90 day plan in an interview?

Present a 30-60-90 day plan as one slide per phase, lead with what you would learn first, name the people you would meet, and show measures you can explain. Keep targets you cannot back up as questions for the hiring manager.

Updated 8 Nov 2026