Overview
A probation period is a defined initial employment phase—typically 60-90 days—during which both employer and employee evaluate mutual fit. During probation, termination is generally easier and notice periods shorter than for permanent employees.
For engineering roles, probation serves multiple purposes: assessing technical capability in real work contexts, evaluating cultural fit and collaboration style, and giving new hires time to determine if the role matches expectations. The period should be structured with clear milestones, regular feedback, and defined success criteria.
Effective probation programs treat the period as a mutual evaluation—not a test the engineer must pass while the company sits in judgment. Clear communication, documented expectations, and supportive management transform probation from an anxiety-inducing trial into a productive foundation for long-term success.
What Probation Periods Actually Are
Probation periods are often misunderstood—by both employers and employees. Understanding their purpose helps structure them effectively.
Legal and Practical Framework
In most jurisdictions, probation periods create a window of reduced employment protection. During this time:
- Notice periods are shorter: Often one week instead of one month
- Termination is easier: Less documentation required, fewer procedural hurdles
- Severance may not apply: Depending on local law and company policy
- Benefits may be limited: Some companies delay full benefits until probation ends
However, probation doesn't mean employees can be terminated for any reason. Anti-discrimination laws still apply. The relaxed standards cover performance and fit concerns, not protected characteristics.
What Probation Should Accomplish
Well-designed probation serves both parties:
For the employer:
- Validates that technical skills match interview performance
- Assesses cultural fit and collaboration in real work contexts
- Identifies coaching needs early while intervention is easier
- Provides a clear framework for addressing underperformance
For the employee:
- Time to evaluate whether the role matches expectations
- Structured feedback on performance and integration
- Clear understanding of what success looks like
- Lower-stakes exit if the fit isn't right
What Probation Should NOT Be
Probation fails when it becomes:
- A threat: "You're on probation" used as intimidation
- A gotcha: No feedback until a surprise negative review at 90 days
- One-sided: Company evaluates employee but not vice versa
- Undefined: No clear criteria for what "passing" means
- A replacement for hiring: Using probation to screen instead of proper interviews
Setting Expectations: The Foundation of Fair Probation
The single biggest predictor of probation success is clear expectation-setting from day one.
Before Start: Written Success Criteria
Every new engineer should receive, before their first day, a document outlining:
30-day milestones:
- Complete onboarding checklist
- Ship first code contribution
- Understand team processes and tools
- Build relationships with immediate team
60-day milestones:
- Deliver independently on assigned tasks
- Participate meaningfully in technical discussions
- Demonstrate cultural alignment and collaboration
- Show progress toward full productivity
90-day milestones:
- Operate at expected performance level
- Require minimal supervision for routine work
- Contribute positively to team dynamics
- Pass or receive explicit extension rationale
Making Criteria Measurable
Vague expectations create anxiety and unfair evaluations. Compare:
Bad: "Show good technical judgment"
Good: "Successfully complete code reviews with feedback that improves code quality; no major bugs introduced that require rollback"
Bad: "Be a team player"
Good: "Respond to code review requests within 24 hours; actively participate in sprint ceremonies; proactively offer help when teammates are blocked"
Bad: "Learn the codebase quickly"
Good: "Navigate major codebases independently by day 60; understand service architecture well enough to debug cross-service issues"
The Two-Way Street
Expectations should flow both directions. New hires should know:
- What the company commits to providing (training, mentorship, feedback)
- What success looks like at each checkpoint
- How feedback will be delivered and when
- What happens if either party identifies a mismatch
Evaluation During Probation: Fair and Effective Assessment
The Checkpoint Cadence
Don't wait until day 90 to evaluate. Structured checkpoints enable early course correction:
Week 1 check-in (Manager):
- Is onboarding proceeding smoothly?
- Any early concerns to address?
- Does the role match expectations so far?
Week 2 check-in (Manager):
- How is relationship-building progressing?
- Any technical or process confusion?
- First impressions from buddy and team
30-day review (Formal):
- Progress against written milestones
- Specific feedback from code reviews and collaboration
- Areas of strength and improvement
- Explicit confirmation of on-track status or concerns
60-day review (Formal):
- Assessment of increasing independence
- Technical competency evaluation
- Cultural fit assessment
- If concerns exist: documented improvement plan
90-day review (Formal):
- Final probation assessment
- Decision: pass, extend with rationale, or end
Gathering Feedback Fairly
Manager observation alone is insufficient. Comprehensive evaluation includes:
Code review data:
- Quality of submitted code
- Responsiveness to feedback
- Quality of reviews given to others
Cross-functional input:
- PM perspective on communication and delivery
- Designer feedback on collaboration (if applicable)
- Peer observations on teamwork
Self-assessment:
- New hire's own perspective on progress
- Concerns or challenges they're experiencing
- Whether the role matches their expectations
Documentation: Protect Both Parties
Every checkpoint should be documented in writing:
- What was discussed
- What feedback was given
- What the employee said
- Any action items or concerns
- Explicit statement of standing (on track / concerns / at risk)
This documentation protects the company if termination becomes necessary and protects the employee from surprise negative assessments.
When Probation Reveals Problems: Extension vs. Termination
Not every probation ends with a clear pass. Handling problem cases fairly and professionally matters for both legal and ethical reasons.
When to Extend Probation
Extension makes sense when:
- Circumstances interfered: Major project delays, team changes, or personal situations prevented fair evaluation
- Progress is real but slow: The trajectory is positive, just behind schedule
- Specific skills need more time: Technical capability is there, but domain knowledge takes longer
- Both parties want more time: Mutual agreement that extension benefits everyone
Extension should include:
- Clear documentation of why extension is happening
- Specific goals for the extension period
- Defined timeline (typically 30-60 additional days)
- Explicit statement of what "passing" requires
When to End Employment
Termination during probation is appropriate when:
- Technical skills don't match: Interview performance doesn't translate to real work
- Cultural fit is poor: Collaboration issues, attitude problems, or value misalignment
- Improvement isn't happening: Repeated feedback without meaningful response
- The mismatch is fundamental: Neither coaching nor time will resolve the gap
Conducting Termination Professionally
Even during probation, termination deserves dignity:
Before the conversation:
- Document the rationale clearly
- Consult HR and legal as appropriate
- Prepare logistics (final pay, benefits, equipment)
- Plan for team communication
During the conversation:
- Be direct but not cruel
- Focus on fit, not failure
- Provide specific examples if asked
- Allow the person dignity in their exit
After:
- Process paperwork promptly
- Communicate to team appropriately (respect privacy)
- Conduct honest exit debrief
- Reflect on whether hiring process could improve
What NOT to Do
- Surprise termination: If someone is fired at 90 days without prior feedback, management failed
- Public humiliation: Never terminate in front of others or discuss details with the team
- Drawn-out exits: Once the decision is made, execute it
- Burning bridges: The engineering world is small; treat everyone professionally
Making Probation Productive: From Trial to Foundation
The best probation periods don't feel like probation—they feel like structured onboarding with clear milestones.
Manager Behaviors That Enable Success
Invest time upfront:
- Weekly 1:1s minimum during probation
- Available for questions without making people feel like a burden
- Proactive check-ins, not just reactive responses
Provide real work:
- Meaningful tasks that matter to the team
- Appropriate challenge level that enables learning
- Exposure to enough codebase areas to evaluate capability fairly
Give feedback early:
- Address concerns when they're small and fixable
- Praise progress specifically so people know what's working
- Don't save difficult conversations for formal reviews
Create psychological safety:
- Normalize questions and mistakes during ramp-up
- Demonstrate that asking for help is valued
- Share your own early-career struggles
New Hire Behaviors That Enable Success
Communicate proactively:
- Share progress and blockers before being asked
- Ask clarifying questions when expectations are unclear
- Flag concerns about fit early rather than suffering silently
Seek feedback actively:
- Request specific feedback on work product
- Ask how you're tracking against expectations
- Accept feedback non-defensively
Document your wins:
- Track contributions and accomplishments
- Note positive feedback received
- Prepare for reviews with concrete examples
Evaluate the company too:
- Use probation to assess whether this is the right role
- Notice whether promises made during hiring are kept
- Decide actively whether to stay, not just whether they'll keep you
The Buddy's Role in Probation
A good buddy relationship transforms probation:
- Psychological safety: Someone to ask "stupid questions"
- Context provision: Understanding unwritten rules
- Early warning system: Buddy can flag struggles to manager
- Advocacy: Someone who knows their work and can speak to it
Remote Probation: Additional Considerations
Remote work adds complexity to probation evaluation.
Challenges Unique to Remote
- Visibility is harder: Can't see if someone is struggling at their desk
- Relationship building is slower: Trust develops more slowly without in-person interaction
- Assessment has less data: Fewer informal observations to inform evaluation
- Isolation amplifies anxiety: Probation stress compounds remote isolation
Remote Probation Best Practices
Increase check-in frequency:
- Daily brief touchpoints during week one
- Twice-weekly manager 1:1s during first month
- More structure, not less
Use video intentionally:
- Camera-on for important conversations
- More synchronous communication than you'd normally use
- Virtual coffee chats to build relationships
Make work visible:
- More explicit about documenting progress
- Regular status updates even when not required
- Share work-in-progress, not just completed work
Create connection opportunities:
- Scheduled pair programming sessions
- Virtual team events that aren't mandatory
- In-person time if budget allows (even one week helps)