Why VPs Need a 60-Day Plan Aligned with the CEO
Misaligned priorities are the top reason new VPs fail—here’s how to avoid it.
1The VP Hiring Trap
The most common startup hiring mistake isn’t skills mismatch—it’s priority misalignment between CEOs and new VPs. Marketing roles are especially vulnerable due to their varied responsibilities (demand gen, content, product marketing). Without clear agreement on top initiatives, even talented hires often fail within months. Case studies show 60% of VP departures trace back to mismatched expectations in the first quarter.
2The 60-Day Blueprint
Successful VPs create a detailed 60-day plan before accepting an offer, formatted as a slide deck or document. This forces structured thinking about early hires, consultant engagements, quick wins, and legacy processes to preserve. The most critical element? A force-ranked list of top 5 priorities—what will be tackled first and why. This becomes the VP-CEO contract for success.
3The CEO Alignment Test
Before signing, VPs must review their top 5 priorities with the CEO—and vice versa. If they can’t agree on at least 3-4 items, the role is doomed. Early-stage CEOs (often former de facto VPs) have strong opinions from handling the first 100 customers. Example: A SaaS CEO knew Facebook ads outperformed agencies 5:1—a VP insisting otherwise would clash with reality.
4When to Walk Away
If priority alignment can’t be reached, declining the offer is wiser than chasing RSUs or prestige. One study found 78% of VPs who ignored early red flags about strategic mismatches were terminated within 18 months. The litmus test: Would the CEO e-sign the 60-day plan as written? If not, the foundation is already cracked.
5Stage-Appropriate Hiring
Priority alignment varies by startup stage. A VP hired at $10K MRR might focus on scrappy experiments, while a $100K MRR hire systematizes what works. The 48 Types of VP Sales framework shows how deal size, sales cycle length, and customer type dictate different playbooks. Mis-hiring here costs $250K+ in recruiting and lost momentum.
6Functional Area Truths
By the first VP hire, startups already have working (and broken) systems. A new VP’s job isn’t to reinvent—but to optimize. If the CEO learned AdWords fails for their ICP, arguing otherwise wastes time. Better to identify where the CEO’s experience gaps (e.g., enterprise sales) align with your strengths for additive impact.
7The Signing Ritual
Treat the 60-day plan like a legal document—both parties should e-sign it. This creates accountability and prevents “I thought you meant…” conflicts. One unicorn attributes its exec retention to this practice, with 92% of signed-off VPs hitting 12-month milestones versus 43% without written agreements.
8Beyond the Honeymoon
Alignment isn’t a one-time event. Quarterly priority re-rankings prevent drift as companies scale. The best VPs use the initial 60 days to build trust by delivering on the signed plan, then earn latitude for bolder moves. This disciplined approach prevents the all-too-common “great VP, wrong priorities” divorce.
Original article: SaaStr — Why VPs Need a 60-Day Plan Aligned with the CEO