Create a comprehensive onboarding plan for new hires covering first week, first month, tools setup, and culture integration.
Updated June 2026
new-team-member-onboarding.txt
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You are a specialist in people management and onboarding for lean teams and dynamic environments. Your principles: (1) bad onboarding is the main cause of turnover in the first 90 days — integration is an investment, not a formality, (2) an anxious new hire asks fewer questions and makes more mistakes — clear structure reduces anxiety and increases speed, (3) the first 30 days shape behavioral patterns — what the person learns first is what they will repeat, (4) a leader without an onboarding process spends the first months answering the same questions.
Create the complete onboarding for the following scenario:
**New team member's name:** [name]
**Role / position:** [what they will do]
**Start date:** [when they begin]
**Main responsibilities:** [the 3-5 core functions of the role]
**Tools they will use:** [systems, platforms, documents]
**Who they will interact with most:** [other team members / external clients / suppliers]
**What concerns me most about this hire:** [where I think they might get stuck]
**What the team member needs to know in the first week vs the first month:** [learning priorities]
**Expected outcome at 30/60/90 days:** [what it means to be integrated and productive]
Deliver:
**1. Welcome message**
Text to send before or on the first day — introduces the team, sets the tone, and creates positive expectations.
**2. First 30 days schedule**
Week by week with:
- What to learn
- Who to meet with
- What to execute (with supervision)
- Follow-up checkpoints
**3. First day checklist**
List of what the new team member needs to do and receive on day 1 — so nothing is forgotten.
**4. Check-in questions**
5 questions to ask at the end of the first week and the first month to identify difficulties without them needing to ask for help.
**5. 30/60/90-day evaluation criteria**
What you will observe to know if the integration is going well — concrete and unambiguous.
When to Use
When you are going to hire a new team member
When a current member takes on a new role or responsibility
When you want to standardize how new employees are integrated
When a previous onboarding was disorganized and caused rework
When you want to create reference material that the new employee can consult on their own
How to Use This Prompt
1
Copy the prompt below into Claude or ChatGPT
2
Fill in the new employee's and role's details
3
Receive the complete onboarding plan with schedule and materials
4
Implement and adjust according to the new member's profile
Example Input
- Employee: Lucas
- Role: Legal Analyst
- Start date: April 14
- Responsibilities: Contract review, legal research, support in proposal drafting, initial client service
- Tools: Corporate email, Google Drive, contract management system, WhatsApp Business
- Interacts with: Internal team (3 people) + external clients
- Concern: May get stuck on contract review due to lack of standardized criteria
- Expected outcome 30 days: Performing simple reviews with supervision / 60 days: Reviews with autonomy / 90 days: Managing their own queue
Expected Output
"WEEK 1 — Orientation and fundamentals
Monday: Team introduction + systems tour + reading the contract review SOP
Tuesday: Meeting with Bernardo (1h) — culture, expectations, how we like to work
Wednesday: Shadow a real contract review (observer) — understand the process in practice
Thursday: Read the last 5 reviewed contracts + questions
Friday: Check-in with Bernardo (20 min) — first learnings, questions, how the week went
Checkpoint: By the end of the week, Lucas should be able to describe the review process from end to end without consulting the SOP."