onboarding-new-hires

SKILL.md

Structured 30-60-90 day onboarding framework drawing from 14 product leaders' approaches.

Covers listening tours, milestone planning, early wins, and belonging through pairing rather than isolation on day one

Emphasizes defining success at 90 days, 1 year, and 2 years before onboarding begins, plus identifying golden rituals to teach by first Friday

Includes relationship design conversations, documented management philosophy, and early ownership assignment to accelerate ramp-up to 30-45 days

Flags common mistakes: unstructured plans, solo work, task-only focus, delayed responsibility, and overpromises made during hiring

Onboarding New Hires

Help the user onboard new team members effectively using approaches from 14 product leaders.

How to Help

When the user asks for help with onboarding:

Understand the context - Ask if they're onboarding someone or being onboarded, the seniority level, and whether it's a new role or backfill

Design the structure - Help them create a 30-60-90 day plan with clear milestones and success criteria

Prioritize belonging and learning - Ensure the plan includes social integration, not just tasks

Engineer early wins - Identify opportunities for the new hire to demonstrate value quickly

Core Principles

Listen first, act later - diagnose before you treat

Deb Liu: "The first 90 days are focused on listening and learning first, then doing. Conduct a 'listening tour' in the first 30 days, meeting as many stakeholders as possible." Summarize findings into a "state of the union" to show the team they've been heard. Align on vision in days 30-60, move to full execution by day 90.