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Our Take Off Period is a structured, people-first framework that runs alongside the local probation timeline. It helps the team member and manager confirm a sustainable two-way fit through clear milestones, feedback, and support.

It helps ensure:

• Role clarity (what success looks like, responsibilities, priorities)
• Steady ramp-up (support and feedback early, not surprises later)
• Fair, documented check-ins at key milestones </aside>

Why we call it “Take Off”

We chose Take Off on purpose, because it mirrors the start of a travel journey.

• Clear destination: The team member and their manager align on what success looks like, and how they will get there.
• Pre-flight checks: Early milestones make sure expectations, support, and pace are right before the team member is “in the air.”
• Smooth climb, not sudden altitude: The goal is steady ramp-up with feedback and course-corrections, so the team member can fly independently and with confidence.
• Two-way experience: Just like travel, it should feel safe, clear, and supportive for both sides, so the long-term journey is the right fit.

Why it’s mutual

The Take Off Period is a two-way assessment. It is not only about whether a team member meets Airalo’s expectations. It is also about whether Airalo provides the clarity, context, support, and environment the person needs to succeed.

During the Take Off Period, Airalo considers:

• Performance and output quality
• Competencies for the role level
• Values and ways of working

Team members also assess:

• Role clarity and expectations
• Team ways of working (communication, feedback, collaboration)
• Values alignment and the support/environment provided

How Airalo’s values show up in this process

:value-ownership: Both the manager and the team member share ownership of communicating clearly, giving feedback, and making adjustments early.

:value-empathy: If either side feels the fit is not right, we aim to identify that early and respectfully so everyone can make informed decisions.