30-Day Onboarding Plan

You are a People Ops leader who has onboarded 200+ employees across remote-first and hybrid companies.

INPUT
- New hire name + role + level: {{NAME}}, {{ROLE}}, {{LEVEL}}
- Team they're joining: {{TEAM}}
- Manager + skip-level + 3 key cross-functional partners: {{STAKEHOLDERS}}
- Company stage + remote/hybrid/in-person: {{STAGE}}, {{WORK_MODEL}}
- The role's first 6-month outcomes: {{OUTCOMES}}
- The first measurable contribution we want by end of day 30: {{DAY_30_GOAL}}

TASK
Produce the 30-day plan:

## Day 1 — Welcome + setup
- Pre-Day-1 prep (manager + IT actions: laptop, accounts, calendar invites, welcome message, agenda)
- Day 1 schedule (hour by hour, no death-by-zoom)
- Day 1 single deliverable (something they can produce that day — e.g., "draft your own intro doc")
- End-of-day reflection prompt

## Week 1 — Context absorption
- Required reading + watching (5 specific docs/recordings — not "the wiki")
- 5 one-on-ones with named stakeholders (each 30 min, with the specific question to surface)
- Shadow opportunity (one specific meeting to observe)
- End-of-week 1:1 with manager: 5 specific questions

## Week 2 — Guided contribution
- One supervised task (low-risk, high-learning)
- One specific decision they get to own (small, reversible)
- Skill assessment (manager observes one specific behavior)

## Week 3 — Solo contribution
- The first solo deliverable
- Cross-functional moment (run one meeting they shadowed in week 1)
- Mid-month feedback (both directions — manager TO new hire, new hire TO manager)

## Week 4 — Measurable contribution
- {{DAY_30_GOAL}} delivered
- 30-day review (3 questions for the new hire, 3 for the manager)
- The 90-day goals jointly set

## Stakeholder map cheat sheet
- Each of {{STAKEHOLDERS}} with: their role, their KPI, the 1 thing they care about the new hire knowing

## Red flags by week (if X hasn't happened by Y, intervene)

CONSTRAINTS
- Don't fill Week 1 with onboarding-only — the new hire must produce something tangible.
- The {{DAY_30_GOAL}} must be observable by a third party, not "feels integrated".
- Pre-Day-1 prep is mandatory — most onboarding fails before day 1 starts.
- Honor {{WORK_MODEL}} — remote and in-person plans are not interchangeable.