What a trial period is for
Interviews and tests show potential; the first months show the work. A trial period is an agreed window in which either side can end the relationship with short notice, and in which you deliberately check whether the role works. For remote contractors it is usually a clause in the agreement: the length, the notice period during the trial and after it, and the review dates.
How trial periods work legally depends on your country and on the type of contract; ask an adviser before you write the clause. This guide is general information, not legal advice.
Write goals for three checkpoints
Goals should be few, concrete and written before the start. Share them on the first day, so the new hire knows how they will be judged.
Trial goals: executive assistant (example)
Day 30: runs my calendar without double bookings; triages the inbox daily; has documented three recurring processes.
Day 60: sends routine replies in my name without review; prepares briefs for external meetings; manages travel bookings end to end.
Day 90: owns the weekly priorities list; spots and raises problems before I do; proposes one improvement to how we work.
Trial goals: customer support agent (example)
Day 30: handles order status, returns and product questions alone; follows the tone guide; tags every ticket.
Day 60: handles refunds and complaints within policy; meets our first-reply target during the shift; writes new saved replies.
Day 90: reports the top recurring problems every week; keeps the help centre up to date; quality reviews need few corrections.
The review meetings
Put three review calls in the calendar on the first day: around day 30, day 60 and day 90. Each one follows the same pattern:
- The new hire goes through each goal first: done, partly done, not done, and why.
- You add your view, with examples.
- You agree on what changes before the next checkpoint, on both sides.
- One of you writes a short summary and both keep it.
Between reviews, give feedback as things happen. A trial where the first criticism arrives at day 90 is not fair, and it rarely ends well. Our first 90 days guide covers the weekly rhythm that makes the reviews easy.
Making the decision
At the end of the trial there are three honest outcomes:
- Confirm: the goals are met. Say so clearly, in writing, and talk about the next quarter.
- Extend with a plan: progress is real but one area is behind. Agree on a short extension with one or two specific goals and a date. Use this rarely.
- Part ways: the goals are not met despite feedback and support. Tell the person directly on a call, give the notice the contract states, pay for all work done, and offer a reference for what went well if you can.
Decide on the evidence in the review summaries. If you notice you are looking for reasons, go back to the goals you wrote on day one.
Keep it fair for the new hire
- The trial is paid at the full agreed rate. Unpaid trials are not acceptable.
- Goals are written, shared on day one and realistic for the time given.
- You provide what the goals need: access, tools, answers within a reasonable time.
- The same notice applies on both sides, as written in the contract.
- Feedback comes early and with examples.
Good candidates often have other offers. A clear, fair trial is part of what makes them choose you.
How this fits with a placement guarantee
If you hired through a recruiter, check how their guarantee lines up with your trial. With Silkstaff, the replacement promise runs longer than a typical trial period. Silkstaff replaces the person free of charge if they leave or do not work out within 180[1] days of the start date: one replacement per placement, once the placement fee has been paid and as long as the role, hours and pay stay as agreed. The fee itself is not refunded. Telling us early, at the 30-day review rather than at the end, gives everyone the best chance to fix the match or find the right person.
Questions
How long should a trial period be for a remote hire?
Many small companies use around 90 days, with reviews at 30 and 60. Shorter trials can work for simpler roles. Check what is usual and allowed for your type of contract and country.
Can I pay less during the trial?
We advise against it. Paying the full rate signals confidence and attracts people who already have work; a lower trial rate makes good candidates hesitate.
What notice period should apply during the trial?
Something short and the same on both sides, such as one or two weeks. Write it in the contract with the notice that applies after the trial.
What if the hire wants to leave during the trial?
Ask why, honestly. Sometimes it is fixable: unclear priorities, hours, tools. If not, part on good terms with the agreed notice.
General information for small employers, not legal or tax advice: check contracts, tax and data rules for your country with a qualified adviser. Figures carry their sources below; our own prices are on the pricing page. Spotted a mistake? Write to hello@silkstaff.com.