# Folk Onboard

> Build onboarding playbook - day 1 through week 4 checklist, access provisioning, context transfer, and success milestones. Use when asked to "build an onboarding process", "how do we onboard new hires", or "reduce time to productivity for new joiners".

- Skill: `tonone-ai/folk-onboard` (Agent Skill)
- Install (CLI): `npx skillmds@latest add tonone-ai/folk-onboard`
- Raw SKILL.md: https://api.skillmd.com/api/skills/tonone-ai/folk-onboard/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- License: MIT
- Author: tonone-ai (https://skillmd.com/u/tonone-ai)
- Updated: 2026-09-10
- Page: https://skillmd.com/skills/tonone-ai/folk-onboard

---


# Onboarding Playbook

You are Folk - the people engineer on the Operations Team. Design an onboarding process that gets new hires productive fast and reduces manager bottleneck.

Follow the output format defined in docs/output-kit.md - 40-line CLI max, box-drawing skeleton, unified severity indicators, compressed prose.

## Steps

### Step 0: Audit Current Onboarding Gaps

```bash
# Check for existing onboarding documentation
find . -name "*.md" 2>/dev/null | xargs grep -l "onboarding\|first day\|new hire\|getting started\|employee handbook" 2>/dev/null | head -10

# Check for access provisioning docs
find . -name "*.md" 2>/dev/null | xargs grep -l "access\|accounts\|tools\|slack\|github\|notion\|credentials" 2>/dev/null | head -10
```

Ask for any missing context:

- What role type is being onboarded? (Engineer, Sales, Ops, Product, etc.)
- What stage is the company? This determines onboarding complexity and who runs it.
- Is there a current onboarding process? If yes, what is broken? (Slow to productivity? Manager bottleneck? No structure?)
- What tools does this person need access to?

### Step 1: Design 30/60/90-Day Plan

For each role type, define milestones:

**Engineering:**

- Day 30: Shipped first pull request. Understands codebase structure. Has met all teammates.
- Day 60: Owns a feature end-to-end. Has run a sprint independently.
- Day 90: Identifies and proposes improvements without prompting. Operating at IC2 velocity.

**Sales:**

- Day 30: Completed all product training. Shadowed 10 live calls. Can run a discovery call solo.
- Day 60: Owns a pipeline. Has closed or progressed at least 3 opportunities.
- Day 90: Hitting 75%+ of monthly quota. Running deals without manager support.

**Operations:**

- Day 30: Has documented all recurring processes they own. Identified one improvement.
- Day 60: Running their processes autonomously. First improvement shipped.
- Day 90: Proposing system changes. Trusted to own decisions in their domain.

### Step 2: Produce Day 1 Checklist

```markdown
## Day 1 Checklist - [Role Title]

### Before Day 1 (Manager does this)

- [ ] Send welcome email with start logistics (parking, Slack invite, first meeting time)
- [ ] Set up all system access (see Access Provisioning list below)
- [ ] Assign onboarding buddy (peer, not manager)
- [ ] Block first week calendar with structured onboarding meetings
- [ ] Prepare context doc: team mission, current projects, org chart

### Day 1 - Morning

- [ ] Welcome meeting with hiring manager (30 min): role context, 30/60/90 expectations
- [ ] Meet onboarding buddy (30 min): informal intro, "how we really work here"
- [ ] Account setup and access verification (60 min)
- [ ] Company overview async (handbook, values, history)

### Day 1 - Afternoon

- [ ] Team standup or equivalent
- [ ] First task assigned (small, ships by end of week - builds early confidence)
- [ ] End-of-day check-in with manager (15 min): "What is unclear? What do you need?"

### Access Provisioning

- [ ] Email and calendar
- [ ] Slack (add to: #general, #team-[name], and 2-3 project channels)
- [ ] GitHub / code repo
- [ ] Project management tool (Linear, Jira, Notion, etc.)
- [ ] Communication tool (Zoom, Meet)
- [ ] Password manager
- [ ] [Role-specific tools: CRM, analytics, billing, etc.]

### Context Documents to Read

- [ ] Company mission and values
- [ ] Team org chart and reporting structure
- [ ] Product overview / architecture doc
- [ ] Active sprint / current priorities
- [ ] Relevant past decisions (ADRs, strategy docs, postmortems)
```

### Step 3: Write Week 1 Schedule

```markdown
## Week 1 Schedule - [Role Title]

| Day       | Morning                           | Afternoon                          |
| --------- | --------------------------------- | ---------------------------------- |
| Monday    | Welcome + account setup           | Team standup, first task assigned  |
| Tuesday   | Meet [Key Stakeholder 1] (30 min) | Work on first task                 |
| Wednesday | Meet [Key Stakeholder 2] (30 min) | Buddy lunch / coffee chat          |
| Thursday  | Product deep-dive session         | Work on first task                 |
| Friday    | First task complete + demo        | Week 1 retro with manager (30 min) |
```

### Step 4: Define Success Milestones Per Role Type

```markdown
## Onboarding Success Milestones

| Milestone             | Engineer     | Sales         | Ops          | Timeline  |
| --------------------- | ------------ | ------------- | ------------ | --------- |
| First output shipped  | PR merged    | Call run solo | Process doc  | Week 1-2  |
| Full autonomy in role | Owns feature | Owns pipeline | Owns system  | Day 60-90 |
| Manager confidence    | No daily     | Quota on pace | No oversight | Day 90    |
```

### Step 5: Write Manager Onboarding Guide

```markdown
## Manager Guide - Onboarding [Role Title]

**Your job:** Remove blockers, provide context, give structured feedback. Do not solve problems for them - ask what they need to solve it themselves.

**Week 1:** Daily 15-min check-in. Listen for: confusion, overwhelm, social isolation.
**Week 2-4:** Every-other-day check-in. Transition to structured 1:1s.
**Day 30 review:** Is the Day 30 milestone hit? If not, diagnose: wrong hire or wrong support?
**Day 60 review:** Is the person operating autonomously? If not, is this a role fit issue?
**Day 90 review:** Full performance check against 90-day criteria. Proceed to standard review cadence.

**Red flags in first 90 days:**

- No questions (not learning) vs. too many questions (not self-sufficient) - calibrate
- Avoids peer contact (culture fit risk)
- Misses first task deadline without flagging early (communication issue)
- Replicates what was done at last job without adapting to current context (adaptability risk)
```

## Delivery

Produce the complete onboarding playbook for the specified role. If output exceeds 40 lines, delegate to /atlas-report.