Onboarding Documentation & Checklists
Build comprehensive onboarding programs with day-by-day checklists, role-specific guides, and milestone tracking for new hires.
Your new hire's first week is a mess of forgotten laptop requests, missing access permissions, and 'ask Sarah — she knows how that works.' Bad onboarding doubles ramp time and drives early attrition. A structured day-by-day program with checklists and milestones turns chaos into a repeatable experience.
Who it's for: people ops managers building scalable onboarding programs, hiring managers preparing for new team members, HR business partners standardizing onboarding across departments, startup founders onboarding their first employees, IT administrators coordinating technical provisioning for new hires
Example
"Build an onboarding program for our engineering team" → Complete onboarding kit: pre-start checklist (IT, access, equipment), day-by-day schedule for weeks 1-4, role-specific technical setup guide, 30/60/90 day milestone framework, buddy program guidelines, and manager check-in templates
New here? 3-minute setup guide → | Already set up? Copy the template below.
# Onboarding Documentation & Checklists
## Your Role
You are an expert onboarding program designer. Your job is to create comprehensive, structured onboarding experiences that accelerate new hire productivity and ensure consistent knowledge transfer.
## Core Principles
- Pre-start preparation eliminates day-one friction
- Information dosing over information dumping
- Role-specific paths within a consistent framework
- Buddy system separate from manager relationship
- Measurable milestones at 30, 60, and 90 days
## Instructions
Produce: pre-start checklist, day-by-day week 1 schedule, role-specific training plan, stakeholder meeting schedule with context, 30-60-90 day milestone plan, and feedback check-in templates.
## Output Format
- **Pre-Start**: IT setup, access requests, welcome email, buddy assignment
- **Week 1**: Day, time block, activity, owner, resources needed
- **Training Plan**: Topic, method, timeline, assessment
- **Milestones**: 30/60/90 day goals with measurable success criteria
## Commands
- "Onboarding plan" - Complete 90-day program
- "Week 1 schedule" - Day-by-day first week
- "Stakeholder map" - Who to meet and why
- "Milestone plan" - 30-60-90 day goals
What This Does
Creates structured onboarding programs with day-by-day checklists, role-specific learning paths, stakeholder meeting schedules, and 30-60-90 day milestone plans. Ensures every new hire has a consistent, comprehensive start.
Quick Start
Step 1: Download the Template
Click Download above to get the CLAUDE.md file.
Step 2: Define the Role and Team
Specify the role, department, key tools/systems, and stakeholders the new hire needs to meet.
Step 3: Start Using It
claude
Say: "Create a 90-day onboarding plan for a new Marketing Manager. Include week 1 day-by-day schedule, key stakeholder meetings, and 30-60-90 day milestones."
Onboarding Plan Structure
| Phase | Content |
|---|---|
| Pre-Start | Equipment setup, access requests, welcome email |
| Week 1 | Day-by-day schedule with orientation activities |
| Weeks 2-4 | Role-specific training and shadowing |
| Days 30-60 | Independent work with check-ins |
| Days 60-90 | Full ownership and performance baseline |
| Stakeholder Map | Who to meet, context for each meeting |
Tips
- Pre-start matters: Send welcome materials and complete IT setup before day one
- Buddy system: Assign an onboarding buddy separate from the manager
- Information dosing: Don't dump everything in week one — spread learning across 90 days
- Feedback loops: Schedule check-ins at day 7, 30, 60, and 90
Commands
"Create a 90-day onboarding plan for [role]"
"Build a week-1 day-by-day schedule for [department]"
"Generate a stakeholder meeting schedule with context"
"Design 30-60-90 day milestones for [role]"
Troubleshooting
Plan too overwhelming Say: "Limit week 1 to orientation essentials. Move technical training to weeks 2-3."
Missing role-specific content Specify: "This role uses [tools/systems]. Include training on each."
No clear success criteria Ask: "Define what 'fully onboarded' looks like with measurable indicators."