Onboarding Checklist (Role-Specific, Week-by-Week)
This prompt generates structured onboarding checklists tailored to specific roles and companies. It organizes tasks by week, balances learning with doing, includes check-in points, and ensures new hires have clear success criteria. The output feels supportive, not overwhelming.
GPT / Claude / Gemini5 variables
Prompt
Create an onboarding checklist for {ROLE}.
Input:
- Role: {ROLE}
- Team/Department: {TEAM}
- Duration: {WEEKS} weeks
- Key systems/tools: {SYSTEMS}
Rules:
- Organize by week with clear tasks
- Include people to meet and relationships to build
- Balance learning (reading/training) with doing (hands-on tasks)
- Add checkpoints every 1-2 weeks
Output format:
Overview & Success Criteria (30/60/90 day goals)
WEEK 1: Orientation
- Tasks (checkboxes)
- People to meet
- Resources to review
- Checkpoint
WEEK 2-{N}: [Continue pattern]
- Tasks
- People
- Resources
- Projects (hands-on work)
- Checkpoint
Role: {ROLE}
Team: {TEAM}
Duration: {WEEKS}
Systems: {SYSTEMS}Quick brief
Purpose
Create onboarding plans that set new hires up for success.
Expected output
A week-by-week checklist spanning 30-60 days containing: orientation tasks, training modules, systems access, key relationships to build, projects to complete, checkpoints with manager, and success criteria for the first 90 days.
Customize before copying
Replace these placeholders with your own context before you run the prompt.
{ROLE}{TEAM}{WEEKS}{SYSTEMS}{N}
Works well with
GPT
Claude
Gemini
Variations
Add remote-specific elements (virtual coffee chats, etc).
Include culture and values learning.
Make it project-based (deliver X by week 4).
Add manager guide (what to cover in check-ins).
What this prompt helps you do
This prompt generates structured onboarding checklists tailored to specific roles and companies. It organizes tasks by week, balances learning with doing, includes check-in points, and ensures new hires have clear success criteria. The output feels supportive, not overwhelming.
When to use it
Use when hiring new team members, promoting internally, or whenever someone joins a new role. Essential for scaling teams, ensuring consistent onboarding experiences, or documenting tribal knowledge before it's lost.
How it works
The prompt structures onboarding across 4-8 weeks with increasing responsibility. Each week includes: tasks to complete, people to meet, resources to review, and checkpoints to verify progress. It balances orientation, training, and hands-on work while building relationships.
Best practices
Customize for the specific role and company. Assign an onboarding buddy. Build in regular check-ins. Include both technical tasks and cultural integration. Get feedback from recent hires to improve the checklist.
Common mistakes
Making week one too information-dense. Not including hands-on work early enough. Forgetting to schedule regular check-ins. Creating generic checklists that don't match the role. Not assigning clear owners for each item.
What you should expect back
A week-by-week checklist spanning 30-60 days containing: orientation tasks, training modules, systems access, key relationships to build, projects to complete, checkpoints with manager, and success criteria for the first 90 days.
Limitations
Can't replace good management and regular feedback. Assumes company has resources and documentation worth referencing. Works best with stable roles and processes. May need adjustment for very senior or unique positions.
Model notes
Compatible with all major models. GPT creates well-structured checklists. Claude often includes better relationship-building elements. Gemini sometimes suggests creative onboarding activities. Works for any role type.
Real-world applications
Hiring managers use this for new team members. HR teams use it to standardize onboarding. Startups use it to scale hiring beyond founders. Remote teams use it to structure virtual onboarding. Consultants use it for client team integration.
How to tell if it worked
Successful onboarding means new hires contribute meaningfully by week 3-4, feel integrated by week 6-8, and report high satisfaction in feedback surveys. If people quit in the first 90 days, onboarding likely failed.
Where to go next
Use Meeting Agenda for regular check-ins. Pair with Technical Explainer for complex systems training. Follow with Interview Prep Coach for internal promotions.