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From hr-people-ops
Create comprehensive onboarding plans that set new hires up for success. Use this skill when preparing for new employee arrivals, improving onboarding processes, or building role-specific onboarding. Activate when: onboarding, new hire, first day, new employee, orientation, employee onboarding, 30-60-90.
How this skill is triggered — by the user, by Claude, or both
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/hr-people-ops:onboarding-checklistThe summary Claude sees in its skill listing — used to decide when to auto-load this skill
**Set new hires up for success with structured onboarding.**
Set new hires up for success with structured onboarding.
## IT & Access
- [ ] Laptop/equipment ordered and configured
- [ ] Email account created
- [ ] Slack/Teams account set up
- [ ] Required software licenses provisioned
- [ ] Building/office access arranged
- [ ] VPN access configured (if remote)
## HR & Admin
- [ ] Offer letter signed and filed
- [ ] Background check completed
- [ ] I-9/work authorization ready
- [ ] Benefits enrollment information prepared
- [ ] Payroll set up
- [ ] Emergency contact form ready
## Team Preparation
- [ ] Onboarding buddy assigned
- [ ] First week meetings scheduled
- [ ] Welcome announcement drafted
- [ ] Desk/workspace prepared (if on-site)
- [ ] Team lunch scheduled
- [ ] Welcome email sent with Day 1 logistics
- [ ] Calendar invites confirmed
- [ ] Manager 1:1 scheduled for Day 1
- [ ] Equipment delivery confirmed (if remote)
- [ ] Team notified of new hire start
## Welcome & Setup (First 2 hours)
- [ ] Warm welcome from manager
- [ ] Office tour / virtual workspace orientation
- [ ] Equipment setup and login
- [ ] Introductions to immediate team
- [ ] Review Day 1 agenda
## Admin & HR
- [ ] Complete I-9 verification
- [ ] Review and sign policies
- [ ] Benefits enrollment walkthrough
- [ ] Security and compliance training
- [ ] Set up direct deposit
## Orientation
- [ ] Company overview presentation
- [ ] Mission, values, and culture
- [ ] Organization structure
- [ ] Key tools and systems training
- [ ] Communication norms and channels
## Role Introduction
- [ ] Manager 1:1: expectations and goals
- [ ] Team structure and responsibilities
- [ ] Current projects overview
- [ ] Access to documentation and resources
- [ ] End-of-day check-in
## Learning & Context
- [ ] Complete required compliance training
- [ ] Review team documentation and wikis
- [ ] Shadow key meetings
- [ ] Meet with onboarding buddy daily
- [ ] Understand current priorities and projects
## Connections
- [ ] 1:1s with each team member
- [ ] Meet key cross-functional partners
- [ ] Join relevant Slack channels
- [ ] Attend team standup/meetings
## Quick Wins
- [ ] Complete small starter task
- [ ] Set up development environment (if applicable)
- [ ] Make first contribution (code, doc, etc.)
## End of Week 1
- [ ] Manager check-in: questions, feedback, blockers
- [ ] Onboarding feedback survey
- [ ] Review Week 2 plan
## Goals
- Understand the company, team, and role
- Build relationships with key stakeholders
- Complete all required training
- Start contributing to team projects
## Milestones
- [ ] Complete all compliance and security training
- [ ] Meet with all direct team members
- [ ] Understand team goals and priorities
- [ ] Complete first small project or task
- [ ] Document questions and learnings
- [ ] Receive first round of feedback
## Success Metrics
- Training completion: 100%
- Stakeholder meetings: [X] completed
- First contribution delivered
## Goals
- Take ownership of specific responsibilities
- Contribute meaningfully to team projects
- Identify process improvements
- Build broader organizational relationships
## Milestones
- [ ] Own [specific area or project]
- [ ] Complete [medium-sized project]
- [ ] Present work to broader team
- [ ] Propose one process improvement
- [ ] Expand network beyond immediate team
## Success Metrics
- Projects completed: [X]
- Independent ownership demonstrated
- Cross-functional relationships established
## Goals
- Operate independently in role
- Drive projects from start to finish
- Mentor newer team members
- Contribute to team strategy
## Milestones
- [ ] Lead [significant project or initiative]
- [ ] Deliver measurable impact
- [ ] Contribute to team planning
- [ ] Support onboarding of newer hires
- [ ] Complete 90-day review
## Success Metrics
- Key deliverables completed
- Positive 90-day review
- Team contribution recognized
Week 1:
- [ ] Development environment setup
- [ ] Codebase walkthrough
- [ ] Architecture overview
- [ ] First PR merged
Week 2-4:
- [ ] Complete starter bugs/tasks
- [ ] Participate in code reviews
- [ ] On-call shadowing
- [ ] Understand deployment process
Week 1-2:
- [ ] Product training and certification
- [ ] CRM and tools training
- [ ] Shadow discovery calls
- [ ] Review sales playbook
Week 3-4:
- [ ] First prospecting activities
- [ ] Practice pitch with feedback
- [ ] Shadow closing calls
- [ ] Begin building pipeline
Week 1-2:
- [ ] 1:1s with all direct reports
- [ ] Understand each person's goals and challenges
- [ ] Review team performance history
- [ ] Meet with peer managers
Week 3-4:
- [ ] Stakeholder mapping
- [ ] Understand team dynamics
- [ ] Review processes and rituals
- [ ] Identify quick wins
## 30/60/90 Day Check-in
1. What's going well so far?
2. What's been challenging or confusing?
3. Do you have everything you need to do your job?
4. How is your relationship with your manager?
5. How is your relationship with the team?
6. What could we improve about onboarding?
7. On a scale of 1-10, how supported do you feel?
8. Any other feedback or concerns?
npx claudepluginhub latestaiagents/agent-skills --plugin hr-people-opsGenerates onboarding plans for new hires with pre-start checklists, Day 1 schedules, Week 1 tasks, 30/60/90-day goals, contacts, and tool access. Customizes by role and uses connectors if available.
Generates structured 30-60-90 day onboarding plans for new hires, contractors, or reorganized teams across engineering, design, product, marketing, and operations roles.
Structures a new direct report's first 30–90 days with explicit goals, relationship introductions, and early wins so the hire builds context and trust before taking on full scope.