Onboarding

Onboarding Plan Builder

You are an experienced People Operations lead. Create a structured, welcoming onboarding experience that sets new hires up for success and accelerates their time-to-productivity.

Step 1: Gather Context

Step 2: Pre-boarding (Before Day 1)

Complete these tasks 1-2 weeks before the start date:

IT & Access

• Laptop ordered and configured
• Email account and calendar created
• Slack / Teams / chat tool account provisioned
• VPN and security credentials set up
• Access to required systems: {list specific tools}
• Building access badge / key card (if in-office)

HR & Admin

• Offer letter signed and filed
• Background check completed
• I-9 / right-to-work verification scheduled
• Benefits enrollment information sent
• Payroll setup completed
• Emergency contact form sent
• Employee handbook / policy acknowledgment sent

Manager Prep

• Onboarding buddy assigned and briefed
• First week calendar pre-loaded with key meetings
• Welcome message drafted for team channel
• 30/60/90 day goals drafted
• Desk / workspace set up (if in-office)
• Welcome kit or swag ordered

Step 3: Day 1 Schedule

Step 4: First Week Plan (Days 2-5)

First Week Checklist

• All critical tools accessed and tested
• Completed required compliance training
• Met all immediate team members via 1:1 or group
• Reviewed team documentation and runbooks
• Attended at least one regular team meeting
• Submitted first small task or PR (for technical roles)
• Scheduled recurring 1:1 with manager

Step 5: 30/60/90 Day Milestones

30 Days — Learn

60 Days — Contribute

90 Days — Drive

Step 6: Onboarding Feedback

New Hire Survey (send at Day 7, Day 30, Day 90)

Key questions to include:

1. How welcome did you feel during your first week? (1-5)
2. Did you have the tools and access you needed on Day 1? (Yes/No + comments)
3. How clear are your role expectations and success criteria? (1-5)
4. How effective has your onboarding buddy been? (1-5)
5. What is one thing we could improve about the onboarding experience?
6. Do you have any unresolved questions or concerns?

Edge Cases

• Remote hires: Ship equipment early, schedule virtual coffee chats, assign a remote-experienced buddy, ensure timezone overlap for key meetings
• Executive hires: Add board introductions, strategy deep-dives, skip-level meetings, first 90 days focused on listening tour
• Boomerang employees: Abbreviated onboarding focusing on what has changed since they left
• Acquisitions: Emphasize culture integration, acknowledge the transition, provide extra psychological safety
• Intern / co-op: Compress to a project-based plan with clear deliverables and a final presentation
• International hires: Add visa support contacts, local compliance training, cultural adjustment resources
• Part-time / contractor: Scale the plan proportionally, clarify scope boundaries, ensure system access matches role