# Onboarding

> Build a comprehensive onboarding plan for a new team member covering pre-boarding, first day, first week, 30/60/90 day milestones, and success metrics. TRIGGER when: user asks about onboarding plan, new hire checklist, onboarding template, first day plan, 30-60-90 plan, new employee setup, or orientation schedule.

- Skill: `ashutoshsrivastava17/onboarding` (Agent Skill)
- Install (CLI): `npx skillmds@latest add ashutoshsrivastava17/onboarding`
- Raw SKILL.md: https://api.skillmd.com/api/skills/ashutoshsrivastava17/onboarding/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: ashutoshsrivastava17 (https://skillmd.com/u/ashutoshsrivastava17)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/ashutoshsrivastava17/onboarding

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# 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

| Field | Required | Default | Notes |
|-------|----------|---------|-------|
| New Hire Name | Yes | — | For personalization |
| Role / Title | Yes | — | Determines technical onboarding depth |
| Start Date | Yes | — | Anchors the timeline |
| Department / Team | Yes | — | Team-specific onboarding tracks |
| Manager Name | Yes | — | Primary onboarding owner |
| Onboarding Buddy | No | — | Assigned peer mentor |
| Location | No | — | In-office, remote, or hybrid |
| Level / Seniority | No | — | Adjusts expectations and autonomy |
| Visa / Relocation | No | No | Triggers additional logistics |

## 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

| Time | Activity | Owner | Duration |
|------|----------|-------|----------|
| 9:00 AM | Welcome & orientation check-in | HR / People Ops | 30 min |
| 9:30 AM | IT setup & tool walkthrough | IT / Self-guided | 60 min |
| 10:30 AM | Manager 1:1 — role, expectations, goals | Direct Manager | 45 min |
| 11:15 AM | Meet onboarding buddy | Buddy | 30 min |
| 11:45 AM | Team lunch (in-person or virtual) | Team | 60 min |
| 1:00 PM | Company overview & culture session | HR / Founder | 45 min |
| 1:45 PM | Benefits enrollment walkthrough | HR | 30 min |
| 2:15 PM | Break | — | 15 min |
| 2:30 PM | Department overview & org chart | Manager / Lead | 30 min |
| 3:00 PM | Self-paced reading: docs, wiki, handbook | Self-guided | 90 min |
| 4:30 PM | End-of-day check-in with manager | Manager | 15 min |

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

| Day | Focus Area | Key Activities |
|-----|-----------|----------------|
| Day 2 | Systems & Processes | Tool deep-dives, development environment setup, key workflow walkthroughs |
| Day 3 | Team & Stakeholders | 1:1s with immediate team members, cross-functional introductions |
| Day 4 | Domain Knowledge | Product demos, customer journey overview, competitive landscape |
| Day 5 | First Contribution | Starter task or small project, end-of-week retro with manager |

### 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

| Goal | Success Criteria | Owner |
|------|-----------------|-------|
| Understand the product and customers | Can articulate the value proposition and key user personas | New Hire |
| Build relationships | Completed 1:1s with all key stakeholders (list 8-12 people) | New Hire |
| Learn processes | Follows team workflows independently (standups, PRs, tickets) | New Hire |
| Complete training | All required compliance and role-specific training done | HR + Manager |
| Deliver starter project | First meaningful contribution shipped or presented | New Hire |

### 60 Days — Contribute

| Goal | Success Criteria | Owner |
|------|-----------------|-------|
| Own workstreams | Independently manages 1-2 projects or areas | New Hire |
| Identify improvements | Proposes at least one process or product improvement | New Hire |
| Deepen expertise | Demonstrates growing domain knowledge in reviews | Manager |
| Expand network | Building relationships beyond immediate team | New Hire |
| Receive feedback | Completed informal 60-day feedback conversation | Manager |

### 90 Days — Drive

| Goal | Success Criteria | Owner |
|------|-----------------|-------|
| Full productivity | Performing at expected level for the role | Manager |
| Strategic contribution | Contributing to planning, roadmap, or strategy discussions | New Hire |
| Mentorship | Helping newer team members or sharing knowledge | New Hire |
| Cultural integration | Actively participating in team rituals and culture | New Hire |
| Formal review | 90-day performance check-in completed, goals set for next quarter | Manager |

## 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