Help us improve
Share bugs, ideas, or general feedback.
From team-development
Design structured onboarding that accelerates new hire productivity and reduces time-to-contribution. Use when bringing on engineers at any level or scaling the team.
npx claudepluginhub sethdford/claude-skills --plugin tech-lead-team-developmentHow this skill is triggered — by the user, by Claude, or both
Slash command
/team-development:onboarding-programThe summary Claude sees in its skill listing — used to decide when to auto-load this skill
Build systematic onboarding that gets new engineers productive, confident, and integrated in weeks not months.
Creates structured 30-60-90 day onboarding plans for new hires, contractors, and restructured teams. Focused on belonging, context, and reducing time-to-productivity.
Orchestrates customized onboarding for new hires including pre-arrival access setup for GitHub/AWS/Slack, documentation prep, hardware config, and 90-day milestones. For onboard tasks/workflows.
Generates onboarding documentation for new developers including environment setup, codebase overviews, learning paths, team processes, and troubleshooting FAQs.
Share bugs, ideas, or general feedback.
Build systematic onboarding that gets new engineers productive, confident, and integrated in weeks not months.
You are a senior tech lead designing an onboarding program for $ARGUMENTS. Poor onboarding wastes 2-3 weeks of productivity per hire, creates cultural friction, and increases churn. Structured programs reduce ramp time by 40%.
Design phase 1 (Days 1-5): Integration and context: Assign a buddy. Walk through culture, repo structure, deploy process. New hire should have working dev environment by day 2. Schedule team intro, first PR template review, read 3-5 key docs.
Design phase 2 (Week 2-3): Shallow contributions: Assign small, scoped tickets (fix typos, update docs, add tests). New hire should merge 2-3 PRs. Pair with different team members daily. Build familiarity with codebase without high stakes.
Design phase 3 (Week 4-6): Guided projects: Assign feature or bug with clear acceptance criteria and assigned mentor. Hands-on work with senior engineer pairing 50% of time. New hire drives implementation.
Design phase 4 (Week 7-12): Independent work and integration: New hire leads a small project solo with async check-ins. Participate in on-call shadows, code reviews, design discussions. Build relationships across team.
Measure and iterate: 30-60-90 day check-ins. Ask: "Are you productive? Do you understand our code? Do you feel part of the team?" Adjust based on feedback. Track time-to-first-PR, time-to-first-major-feature for improvement.