Create Structured Employee Onboarding Checklists

This skill creates comprehensive, structured onboarding checklists that cover an employee's first 90 days. It organizes tasks around a timeline-based structure - pre-boarding (1-2 weeks before), Day 1, Week 1, Month 1, and Month 3 - and assigns each task to a stakeholder in a responsibility matrix: HR/People Ops for compliance and benefits, IT/Security for equipment and access, the direct manager for role-specific training and check-ins, a buddy/mentor for cultural integration, and team members for introductions.

Each checklist task follows a fixed format with an owner, priority (critical, important, or nice-to-have), estimated time, resources, and a measurable success criterion. The skill also produces role-specific customizations - separate task sets for technical roles (repository access, dev environment setup, first commit challenge), sales roles (CRM training, product demo certification, first customer call shadow), and leadership roles (team assessment, stakeholder introductions, strategic context briefing).

Beyond the checklist itself, it generates digital integration templates for automating parts of the process, such as a JSON workflow for Slack/Teams channel creation and welcome messages, and a YAML structure for HRIS tasks like emergency contacts, benefits enrollment, and compliance sign-offs. It also outputs a progress tracking dashboard showing completion percentage by phase and category, plus a feedback collection schedule (Day 3, Week 2, Month 1, Month 3).

Use it when you need a complete, timeline-based onboarding plan tailored to a specific role, with clear task ownership and measurable success criteria - not just a generic to-do list. It applies its own quality bar: completeness for the role and company, clarity of success criteria, explicit ownership, realistic timing, and measurability, while explicitly avoiding known pitfalls like information overload in week one, unclear task ownership, missing cultural-integration elements, no feedback loop, and a generic checklist not tailored to role or seniority.

Input is the new hire's role (technical, sales, or leadership) and company onboarding needs. Output is a structured checklist using this task format:

### [TIMEFRAME] - [CATEGORY]
### [RESPONSIBLE_PARTY]
- [ ] **[TASK_NAME]** (Due: [DATE]) - [DESCRIPTION]
  - Owner: [PERSON/ROLE]
  - Priority: [HIGH/MEDIUM/LOW]
  - Estimated Time: [DURATION]
  - Resources: [LINKS/DOCUMENTS]
  - Success Criteria: [MEASURABLE_OUTCOME]

It also outputs supporting artifacts: a Slack/Teams automation workflow (JSON), an HRIS onboarding task list (YAML), and a completion metrics dashboard tracked by phase and category, plus recommended review cadence - monthly retrospectives with recent hires, quarterly checklist updates, and an annual comprehensive review that folds in exit-interview insights.

HR and People Ops teams, hiring managers, and IT/Security teams responsible for structuring and tracking a new hire's first 90 days across technical, sales, or leadership roles.