Team, Co-founders & Legal

How do I structure and pass a candidate's probation period so I don't get stuck with a bad hire?

A starting point

Set a 3 to 6 month probation with written, specific milestones on day one, not a vague 'let's see how it goes.' Under Indian employment norms, a properly documented probation makes it far cleaner to part ways than terminating a confirmed employee, so use it deliberately. Check in weekly, write down what's working and what isn't, and decide by the 60-day mark whether they'll make it. If your gut says no by then, act; keeping a mis-hire out of guilt poisons a small team.

Go deeper

Hand-picked from around the web, each with a note on why it earns your time.

3 resources 3 link-checked Read Use

Read

📄 Article
✓ Link checked India Free Intermediate

Why we picked it This is the operational manual, not a theory piece: it lists the exact paper trail Indian courts look for (appointment letter, job description, probation appraisal form, dated manager feedback, written confirmation or extension letter) and ships sample letters plus ten drafting mistakes that get employers stuck with a deemed-confirmed employee. It nails the one thing founders miss: if you let probation lapse silently, the hire is confirmed by default, so you must issue a written confirmation OR a written extension before the clock runs out.

Probation and Confirmation Policy for Indian Companies: A Practical Drafting Guide for Employers

From Corrida Legal by Corrida Legal 18 min read

  • Never let probation expire without a written decision, silence often reads as 'deemed confirmation' and hands the employee permanent status
  • Build the file as you go: dated manager feedback and a probation appraisal form are what make a clean parting defensible
  • Any extension must be communicated in writing before probation ends, naming the new date, the reasons, and the specific improvement areas
Open corridalegal.com →
📄 Article
✓ Link checked India Free Beginner

Why we picked it A plain-language read on the legal footing itself: it explains that a probationer has no lien on the job, so termination during probation does not need a full disciplinary process, and that you should use simple, non-stigmatic language (terminating per the terms of appointment) to keep the exit clean. Useful as the 'why probation is your leverage' primer that backs up structuring it deliberately from day one.

Understanding Probation Period in Employment Services

From IndiaFilings by IndiaFilings 10 min read

  • A probationer holds no lien on the role, so parting ways during probation is legally far lighter than terminating a confirmed employee
  • Keep termination language simple and non-stigmatic, tie it to the appointment terms rather than performance blame, to avoid a stigma challenge
  • Continuing past the probation date does not automatically confirm the hire, but you should still act deliberately rather than drift
Open indiafilings.com →

Use

📋 Template
✓ Link checked Free Beginner

Why we picked it This turns your 'written, specific milestones on day one' into an actual document you can hand a new hire, with a phased structure (learn by day 30, contribute by day 60, own it by day 90) and 12 sample SMART goals you can lift directly. It gives you the concrete checkpoints to run your weekly check-ins against, so your 60-day go/no-go call is measured against written targets instead of gut feel.

How to write a 30-60-90 day plan (with template and examples)

From Asana by Asana 15 min read

  • Structure the milestones in three phases: absorb and learn (0 to 30), apply and contribute (31 to 60), operate independently (61 to 90)
  • Write each milestone as a SMART goal with a metric, so 'is this working' has a factual answer at every check-in
  • Use the ready examples as a scaffold, then customize per role instead of a generic 'let's see how it goes'
Open asana.com →

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