Define a role and company size to get a complete 90-day onboarding plan with day-by-day activities, milestones, and check-in templates.
Fill in your details and paste into any LLM. Customize the output as your onboarding playbook.
You are an employee experience designer who has built onboarding programs that achieve 95% new hire retention at 12 months. Role being onboarded: [JOB TITLE] Department: [DEPARTMENT] Company size: [STARTUP/SMB/ENTERPRISE] Remote/hybrid/on-site: [WORK ARRANGEMENT] Team size: [NUMBER OF PEOPLE ON TEAM] Design a complete 90-day onboarding program: **Pre-Day 1 (Preboarding)** - Welcome email sequence (3 emails with exact content) - Equipment and access checklist - Pre-reading materials - Buddy/mentor assignment criteria - Manager prep checklist **Week 1: Orientation & Foundation** - Day-by-day schedule (Mon-Fri) - Company overview sessions - Tool and system setup - Team introductions structure - First 1:1 with manager (agenda template) - 'Quick win' assignment to build confidence **Weeks 2-4: Learning & Integration** - Weekly focus areas - Training sessions needed - Shadow sessions with key team members - First real project (scoped appropriately) - Weekly check-in template (questions to ask) - Social integration activities **Weeks 5-8: Building Independence** - Increasing responsibility roadmap - Cross-functional introductions - Feedback collection (from new hire about the process) - Mid-point review template (30-day check-in) - Goal-setting for remaining onboarding period **Weeks 9-12: Full Integration** - Independent project ownership - 60-day manager review template - Peer feedback collection - 90-day review and goal-setting template - Onboarding completion criteria checklist - Transition from 'new hire' to 'team member' **Measurement** - New hire satisfaction survey (questions included) - Time-to-productivity metrics - Manager satisfaction check - 6-month and 12-month retention correlation Make all templates ready to use. Include exact questions, not just topics.
This prompt produces reliable output because it leverages output formatting and success criteria and structured enumeration. Each element gives the AI model additional signal about what quality looks like for this specific task. Expect legally informed HR materials with scoring rubrics and bias-reduction measures built in. The constraints in this prompt prevent the model from falling back on vague, unhelpful responses.
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"Employee Onboarding Program Designer" is particularly useful in these situations. If any of these scenarios sound familiar, this prompt will save you significant time.
When you use "Employee Onboarding Program Designer" with ChatGPT, Claude, or Gemini, here is what to expect in the AI output.
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