Landing Concierge · The Frausto Connection

The Problem

You signed the offer. Now you have ninety days to prove you belong — and no one is handing you the playbook.

Posted this week · LinkedIn comment

"I have access to LHH and the resume coach told me my resume is fine. It's clearly not fine — I just don't know why."

— the diagnostic gap that follows you across the table

The same gap repeats six weeks into the new seat. The boss who hired you tells you "you're doing fine, just keep going." You're not fine. The team is reading you. The peer who didn't get the role is watching. And there is no honest scorer telling you what's actually broken.

External

The book is forty years old. Watkins' "First 90 Days" is the only canonical answer the market has — a book, not a plan calibrated to your role, your team, your transformation thesis. Coaches charge $2,000–$5,000 for a generic 30-60-90 conversation.

Internal

The interview confidence evaporates by Day 14. The clarity you walked in with is gone. You're absorbing org dynamics, conflicting signals, and a JD that turns out to be partially wrong. You don't know what to commit to and what to defer.

Philosophical

The first thirty days set the political terrain for the next two years. The alliances you make, the questions you ask, the wins you pick — or fail to pick — harden inside a month. The system gives you no tooling for that. It should.

The Guide

The same operator who calibrated your Fit & Gap calibrates your 30-60-90. Same engine. One tilt later in the arc.

Tina Frausto · Operations & Transformation

I just stepped out of ADP after running operations and transformation engagements at scale. Before that, UKG, Cartus, Equifax, Purchasing Power. The 30-60-90 plan, the stakeholder map, the transformation thesis — this is the work I have done as an operator for two decades, calibrated for direct reports walking into transformation roles inside Fortune 500 companies.

The Process Power that built the Opportunity Concierge's Fit & Gap engine builds this too. One tilt, not a leap. The Concierge gets you the offer. The Landing Concierge makes the offer stick.

"The Concierge gets you the offer. Landing makes it stick."

The Plan

Eight steps. Tuesday to Friday. Send us your offer letter — you receive your full Landing package before Day 1.

Send us your signed offer letter, the JD you accepted, and a one-paragraph note on why you took the role.

We research the team you're inheriting — recent moves, tenure, known dynamics, who is most senior, who has been there longest, who left.

We map the political landscape — who hired you, who didn't, who you'll work for, who you'll work with, who you'll be measured against.

We surface the transformation thesis — what success in this seat actually looks like at Day 30, Day 60, Day 90, against the JD's stated outcomes and the company's actual moment.

We draft your 30-60-90 plan with named quick wins, named stakeholders, and named meetings to book in Week 1.

We assemble your Week-1 playbook — first conversations, first questions, what to commit to, what to defer, what not to say in the first ten meetings.

We script your Day 60 reset — the questions to ask once you have data, what to recalibrate when the JD turns out to be partially wrong (and it will).

You receive your complete Landing package by Friday — in time for the typical two-week notice runway, before Day 1.

Three Tiers

Start at $349. Scale up when the role demands more partnership.

DIY · Self-Serve

Single 30-60-90 Plan + Stakeholder Map

$349/ one plan

Send the offer letter and the JD. Tailored 30-60-90 plan, stakeholder map, and Week-1 playbook back by Friday. Day 60 reset script included.

Tailored 30-60-90 plan
Stakeholder map with political read
Transformation thesis draft
Week-1 conversations playbook
Day 60 reset script
48-hour turnaround

Send the offer letter. We do the rest. Package back by Friday.

Already worked with us on the Opportunity Concierge? Mention it in the intake for a returning-buyer rate.

Success

What changes when you do this.

I just want someone to tell me why my resume isn't landing. Same diagnostic clarity, applied to your transformation thesis. By Friday, you know which of your Day 30 commitments will land and which won't.
I'd pay $500 for an honest scoring against the JD. For $349, you get an honest scoring against your first ninety days — calibrated to the JD you accepted, the team you're inheriting, and the political landscape you can't yet see.
I want to walk into the interview better prepped than the other candidate, not just rehearse generic STAR stories. Now you walk in on Day 1 better-prepped than your predecessor — with named stakeholders, named quick wins, and a transformation thesis on paper.
I need to land in 90 days, not six months — my severance is the clock. The clock flips after the offer signs. Now you have ninety days to prove you belong. The plan you walk in with is the difference between landing the role and just surviving the first quarter.

Stakes

What happens if you don't.

HighThe boss who hired you starts wondering inside thirty days. No 30-60-90 plan, no stakeholder map, no quick win surfaced — and the manager who fought to bring you in starts asking themselves whether they read the candidate right. Once that thought enters the room, ninety days won't undo it.
HighThe political alliances harden in week three. The peer who didn't get the role is the peer who frames you to the team. The first conversations decide who is "with us" and who is "the new outsider." Get the first ten meetings wrong and you spend ninety days fighting fires you started.
MedThe transformation thesis you don't write is the one your team writes for you. If you don't put a thesis on paper in week one, your direct reports will fill the vacuum with theirs — and you'll spend month two unwinding what month one let happen.

[stakes inferred from the same operator's post-offer arc; SPIN brief is search-stage, post-offer signal will surface in Week 2 of the agent run]

Questions

The five things you'll ask before you send the offer letter.

How is this different from the Opportunity Concierge?

Different trigger, different artifact, different stakes. The Opportunity Concierge fires the day a JD shows up — you bring a target role, we ship a Fit & Gap, a tailored resume, a cover letter, and an interview prep pack so you walk into the interview better-prepped than the candidate beside you. The Landing Concierge fires the day the offer letter shows up — you bring the signed offer, we ship a 30-60-90 plan, a stakeholder map, a transformation thesis, and a Week-1 playbook so you walk in on Day 1 better-prepped than your predecessor. Concierge gets you the offer. Landing makes it stick.

What does "$349" actually include?

Everything in the Plan above. The signed offer letter and the JD go in. By Friday you receive: a tailored 30-60-90 plan, a stakeholder map with the political read, a draft transformation thesis, a Week-1 conversations playbook, and a Day 60 reset script. One full Landing package, 48-hour turnaround. Subsequent Landing packages are $499.

How fast is "Friday"?

Forty-eight hours from a clean intake. Send the offer and the JD by 9 a.m. Tuesday, full package back by 9 a.m. Friday. The DWY tier moves to 36 hours. The DFY tier moves to 24 hours. The typical buyer has a two-week notice period — the Landing package lands well before Day 1.

Who actually reviews my plan?

Tina. Every plan gets a one-hour reading-the-room overlay from a frontline operator with twenty-plus years building 30-60-90 plans inside Fortune 500 transformation engagements. The agent surfaces the structure. The human catches the political layer.

Why is this priced below transition coaching?

Because the same agent stack that builds the Concierge's Fit & Gap builds the Landing Concierge's 30-60-90 — calibrated to the JD, the firm, and the team you're inheriting. What used to take an exec coach 8–12 hours to draft, the Landing package ships in roughly forty-five minutes of agent runtime plus one hour of human review. The savings flow straight to you.