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Agent skill

Team Onboarding Playbook

by rampstackco in rampstackco/claude-skills

Design a structured onboarding experience that gets new team members productive in 30, 60, and 90 days.

MITAuto-check passed

Install Team Onboarding Playbook

skills CLI
$ npx skills add rampstackco/claude-skills --skill team-onboarding-playbook -a claude-code

Project install by default; add -g for ~/.claude/skills/.

GitHub CLI
$ gh skill install rampstackco/claude-skills team-onboarding-playbook --agent claude-code

Project scope by default; add --scope user for a personal install. Needs GitHub CLI 2.90.0 or later (public preview).

Manual copy
$ git clone --depth 1 https://github.com/rampstackco/claude-skills.git skills-src && mkdir -p .claude/skills && cp -r skills-src/skills/team-onboarding-playbook .claude/skills/team-onboarding-playbook && rm -rf skills-src

Use ~/.claude/skills/ instead of .claude/skills for a personal install. The folder must contain SKILL.md.

Claude Code skills documentation · loads skills from .claude/skills/

Facts

Skill name
team-onboarding-playbook
GitHub stars
941
Token cost
~2.3k tokens
SKILL.md length
1,333 words
Files
3 (incl. references)
Skills in repo
103
Repo updated
First seen
Licence
MIT

At a glance

Design a structured onboarding experience that gets new team members productive in 30, 60, and 90 days.

  • Works in 9 steps: Start the playbook before the new person… → Pre-stage accounts, hardware, and… → Assign a buddy. Tell the buddy what is… → …
  • A new hire is joining
  • SKILL.md covers When to use, When NOT to use, Required inputs and The framework, plus 6 more sections
  • Instructions only: no scripts, shell commands, URLs or credentials in SKILL.md

What it does

Team Onboarding Playbook is an agent skill from rampstackco/claude-skills. Design a structured onboarding experience that gets new team members productive in 30, 60, and 90 days. Use when a new hire is joining, when contractors or agency partners need to ramp up, when an existing team is restructuring and members are switching focus, or when current onboarding feels chaotic and slow. Also triggers when one person owns all the tribal knowledge and you need to capture it, when you keep losing people in their first 90 days, or when a new project has many fresh members joining at once…

Its SKILL.md is about 2.3k tokens, which your agent loads only when the skill is triggered. The skill folder holds 3 other files, including reference files (for example `README.md` and `references/onboarding-checklist.md`).

The repository describes itself as: Stack-agnostic Claude Skills covering the full website lifecycle: brand, design, content, SEO, dev, ops, growth, and research. Build, ship, audit, optimize. The licence is MIT.

When your agent uses it

  • A new hire is joining
  • Agency partners need to ramp up
  • An existing team is restructuring and members are switching focus
  • Current onboarding feels chaotic and slow

Example prompts

  • “/team-onboarding-playbook”

Workflow steps

9 steps, taken from the first numbered list in SKILL.md.

  1. Start the playbook before the new person arrives. Do not write it on day 1.
  2. Pre-stage accounts, hardware, and access. This is the most common day-1 failure point.
  3. Assign a buddy. Tell the buddy what is expected of them.
  4. Send the welcome message and the day-1 schedule before they start.
  5. Run the first week with a focus on belonging and context, not output.
  6. Check in daily for the first week, weekly for the first month.
  7. Run formal 30/60/90 check-ins with explicit milestones.
  8. After 90 days, do a retrospective: what worked, what was missing.
  9. Update the playbook based on the retrospective. Onboarding is a living doc.

What it can do on your machine

Read from SKILL.md and the folder at commit 482c9bf. It shows what the files ask for, not the result of running them.

  • Tool permissions

    Pre-approves nothing: there is no allowed-tools line, so your agent's usual permission prompts apply.

    From allowed-tools in the SKILL.md frontmatter.

  • Runs code

    No scripts in the folder and no shell commands in SKILL.md.

    From the folder's file list and the shell code blocks in SKILL.md.

  • Network

    No URLs in SKILL.md.

    From URLs in SKILL.md, links to its own repository left out.

  • Credentials

    Names no API keys, tokens, secrets or passwords.

    From names ending in _API_KEY, _TOKEN, _SECRET, _KEY or _PASSWORD in SKILL.md.

Context cost

Team Onboarding Playbook loads about 2.3k tokens when it runs, and up to ~4k if it reads all its reference files. Until then it costs about 153 tokens; SKILL.md has 1,333 words of instructions outside code blocks.

Always · name and description, kept in context so the agent knows when to use it
~153
When it runs · the whole SKILL.md, loaded when a task matches
~2.3k
With references · SKILL.md plus every file in references/, read only if the agent opens them
~4k

Estimates: characters ÷ 4, the usual rule of thumb; real counts depend on the model's tokenizer. Scripts and assets cost tokens only if the agent reads them.

Safety

Auto-check passed

The automated check found no risky patterns in SKILL.md.

Automated static check — not a guarantee. Review scripts before installing. It scans the text of SKILL.md for risky patterns (piping downloads into a shell, reading credential files, hidden Unicode, destructive commands); files beside SKILL.md are not scanned.

SKILL.md

The full file from rampstackco/claude-skills at commit 482c9bf, republished under its MIT licence (© rampstackco). 1,333 words, ~2,288 tokens.

Download SKILL.mdSave it as .claude/skills/team-onboarding-playbook/SKILL.md (or your agent's skills folder). This skill also uses 2 other files; get the full folder from GitHub.
name
team-onboarding-playbook
description
Design a structured onboarding experience that gets new team members productive in 30, 60, and 90 days. Use when a new hire is joining, when contractors or agency partners need to ramp up, when an existing team is restructuring and members are switching focus, or when current onboarding feels chaotic and slow. Also triggers when one person owns all the tribal knowledge and you need to capture it, when you keep losing people in their first 90 days, or when a new project has many fresh members joining at once. Useful for engineering, design, product, marketing, and operations roles.
category
process-and-team
catalog_summary
30-60-90 onboarding plans for new hires and contractors
display_order
4

A repeatable framework for building an onboarding playbook that ramps new team members predictably without burning out the people training them.

When to use

  • A new hire is joining and you do not have a written onboarding plan.
  • An existing onboarding process is informal and inconsistent.
  • A team is growing fast and onboarding is the bottleneck.
  • A contractor or agency partner needs to ramp up quickly.
  • A team member is leaving and their knowledge needs capturing.
  • Onboarding currently takes too long and you want to reduce it.

When NOT to use

  • For ongoing performance management (different problem).
  • For training on a specific technology (use targeted docs and tutorials).
  • For documentation strategy in general (use documentation-strategy).
  • For role definition or hiring (different upstream problem).

Required inputs

  • The role: what the person will do, what success looks like at 90 days.
  • Existing artifacts: docs, runbooks, codebases, design files.
  • The team: who will mentor, who will pair, who answers what kind of question.
  • Tools and access: what accounts and systems the new person needs.
  • Time budget: how much time team members can invest in onboarding.

The framework

A good onboarding plan operates on 4 layers. Build all four.

Layer 1: Belonging (Day 1 to Week 1)

The first week is mostly about belonging, not productivity. Get this right and everything else accelerates.

  • Welcome message before they start.
  • Workspace and accounts ready before day 1. No "we will get to that".
  • A buddy or onboarding partner assigned (someone other than the manager).
  • Day 1 schedule that is not 8 hours of meetings, but is also not zero meetings.
  • Introductions to the people they will work with regularly.
  • A first-week rhythm: daily check-in with manager or buddy.
Layer 2: Context (Week 1 to Week 4)

The next phase is context. The new person needs to understand the system before they can change it.

  • The product or business: what we do, who we serve, why we exist.
  • The team: who owns what, how decisions get made.
  • The technical or operational landscape: the architecture diagram, the main tools, the key files.
  • The recent past: major decisions, recent launches, current priorities.
  • Active projects: what is in flight and how it fits.

A reading list is part of this. Keep it short. Annotated. Curated.

Layer 3: Contribution (Week 2 to Week 6)

By week 2 or 3, the new person should be making real contributions. Not because they are fully ramped, but because contribution is how ramping happens.

  • A first task that is small, scoped, and shippable in week 2.
  • Pairing or shadowing on a real piece of work in week 3.
  • Independent ownership of a small project by week 4 or 5.
  • Code review, design critique, or equivalent peer feedback from the start.

The first task matters. Pick something that touches the main systems but cannot break anything important. Something that ships gives confidence and visibility.

Layer 4: Mastery (Month 2 to Month 3)

By the end of 90 days, the new person should be a full member of the team.

  • Owning a project end to end.
  • On-call or on-rotation if the team has one.
  • Contributing to roadmap discussions, not just executing them.
  • Mentoring or supporting the next new hire.

90 days is a checkpoint, not a finish line. Document what worked and what was missing for the next person.

The 30/60/90 plan

Every onboarding plan should have explicit milestones at 30, 60, and 90 days.

30 days
  • Workspace, tools, and access fully set up.
  • Has met every team member.
  • Understands the product, the team, and the recent context.
  • Has shipped or contributed to at least one real piece of work.
  • Has a clear picture of their first major project or area.
60 days
  • Owns a project or area independently.
  • Knows where to find answers without asking every time.
  • Has formed working relationships beyond the immediate team.
  • Has made at least one meaningful improvement to a process, doc, or codebase.
90 days
  • Fully productive in the role.
  • Participating in roadmap and planning discussions.
  • Capable of training the next new hire on parts of the system.
  • Comfortable raising concerns and pushing back.

If someone is significantly behind these markers at the 30/60/90 checkpoints, address it directly. Either the plan is wrong, the support is wrong, or the role fit is wrong. Hoping it resolves itself does not work.

The role-specific overlay

The framework above applies to every role. The specifics differ.

Engineering
  • Day 1: dev environment running, first commit (a docs fix or trivial change).
  • Week 1: read the architecture doc, read the main service code paths.
  • Week 2: ship a small bug fix or refactor.
  • Week 4: own a feature or component.
  • Month 2: on-call shadow, then on-call.
Show full SKILL.md (553 more words)Show less
Design
  • Day 1: design tools set up, design system access, brand guidelines reviewed.
  • Week 1: studio crit and design review participation.
  • Week 2: own a small surface (a setting page, an empty state).
  • Week 4: lead a design review for a feature in flight.
  • Month 2: own a feature design end to end.
Product
  • Day 1: read the strategy doc, the roadmap, and the latest 3 PRDs.
  • Week 1: shadow customer calls, attend support sync, join standup of all relevant teams.
  • Week 2: write a discovery doc or competitive analysis.
  • Week 4: own a feature spec.
  • Month 2: own a roadmap area.
Marketing or content
  • Day 1: brand voice doc, recent campaigns, top performing content.
  • Week 1: customer research artifacts and persona docs.
  • Week 2: ship a small piece of content (a social post, a blog edit).
  • Week 4: own a content piece end to end.
  • Month 2: own a campaign or channel.

Adapt to your role and stack. The shape stays the same.

Workflow

  1. Start the playbook before the new person arrives. Do not write it on day 1.
  2. Pre-stage accounts, hardware, and access. This is the most common day-1 failure point.
  3. Assign a buddy. Tell the buddy what is expected of them.
  4. Send the welcome message and the day-1 schedule before they start.
  5. Run the first week with a focus on belonging and context, not output.
  6. Check in daily for the first week, weekly for the first month.
  7. Run formal 30/60/90 check-ins with explicit milestones.
  8. After 90 days, do a retrospective: what worked, what was missing.
  9. Update the playbook based on the retrospective. Onboarding is a living doc.

Failure patterns

  • No plan. Day 1 with no schedule, no laptop, no accounts. Sets a tone.
  • Drinking from a firehose. 8 hours of meetings on day 1. People remember nothing.
  • No real work for too long. Three weeks of "reading docs" is demoralizing. Ship something small early.
  • All buddy, no manager. Buddies are great but cannot evaluate or advocate. Manager is still on the hook.
  • Tribal knowledge as gating. "Just ask Sara if you have questions" works until Sara is on vacation. Document the answers Sara keeps giving.
  • No 30/60/90 milestones. Onboarding "ends" when someone seems busy. That is not a milestone.
  • Generic plan for every role. Engineering and marketing have different first-week needs. Use the role overlay.
  • No retrospective. The same gaps catch every new hire because nobody updated the playbook.
  • Buddy with no time. Assigning a buddy who is also drowning is a recipe for poor onboarding and burnout. Protect their time.
  • Skipping the customer or product context. Engineers who do not know who the customer is build the wrong things. Marketers who do not know how the product works write thin copy.

Output format

Deliverables:

  1. Pre-day-1 checklist: accounts, hardware, access, buddy assignment, welcome message.
  2. Day-1 schedule: meeting list, intros, first deliverable.
  3. First-week reading list: 5-10 curated, annotated docs.
  4. 30/60/90 milestones: the explicit checkpoints for this role.
  5. Buddy guide: what is expected of the onboarding partner.
  6. Manager check-in cadence: scheduled 1:1s and milestone reviews.
  7. Retrospective template: to fill out at 90 days for next-time improvement.

Reference files

© rampstackco, MIT. Rendered from Markdown: HTML in the file is shown as text, images as links, and headings moved down two levels. Raw file

Files

SKILL.md and 2 other files (references) in skills/team-onboarding-playbook of rampstackco/claude-skills.

  • SKILL.md
  • README.md
  • references/onboarding-checklist.md

Open the folder on GitHubat commit 482c9bf

Compare with similar skills

Team Onboarding Playbook next to the 5 skills that share the most tags, products or categories with it. Stars are the repository's; “used in” counts other GitHub owners with a copy.

Team Onboarding Playbook compared with similar skills
SkillStarsUsed inTokensAuto-checkLicenceRepo updated
Team Onboarding Playbook this skillrampstackco/claude-skills941—~2.3kAutomated safety check: PassMIT
Onboarding Playbooksickn33/agentic-awesome-skills47k1 repos~3.1kAutomated safety check: PassMIT
Onboardingsickn33/agentic-awesome-skills47k1 repos~1.8kAutomated safety check: PassMIT
Onboardalirezarezvani/claude-skills28k—~1.3kAutomated safety check: PassMIT
Codebase Onboardingaffaan-m/ECC276k3 repos~2kAutomated safety check: PassMIT
Executive Onboarding Playbookdeanpeters/Product-Manager-Skills7.2k—~4.8kAutomated safety check: PassCustom licence

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Questions about Team Onboarding Playbook

What does Team Onboarding Playbook do?

Design a structured onboarding experience that gets new team members productive in 30, 60, and 90 days. Team Onboarding Playbook is an agent skill from rampstackco/claude-skills. Design a structured onboarding experience that gets new team members productive in 30, 60, and 90 days.

When should I use Team Onboarding Playbook?

Team Onboarding Playbook fits situations like: A new hire is joining; agency partners need to ramp up; an existing team is restructuring and members are switching focus; current onboarding feels chaotic and slow.

How do I install Team Onboarding Playbook in Claude Code?

Run `npx skills add rampstackco/claude-skills --skill team-onboarding-playbook -a claude-code`. Or copy the skill folder (skills/team-onboarding-playbook in rampstackco/claude-skills) into .claude/skills/team-onboarding-playbook in your project. Claude Code loads it when a task matches its description.

How do I install Team Onboarding Playbook in Codex?

Run `npx skills add rampstackco/claude-skills --skill team-onboarding-playbook -a codex`. Or copy the skill folder (skills/team-onboarding-playbook in rampstackco/claude-skills) into .agents/skills/team-onboarding-playbook in your project. Codex loads it when a task matches its description.

Can I use Team Onboarding Playbook in Cursor, Gemini CLI or GitHub Copilot?

Cursor, Gemini CLI, GitHub Copilot and OpenCode also load SKILL.md folders. With the skills CLI, run `npx skills add rampstackco/claude-skills --skill team-onboarding-playbook -a cursor` (or -a gemini-cli, github-copilot or opencode for the others). To copy it by hand, put the folder in .cursor/skills/team-onboarding-playbook, .gemini/skills/team-onboarding-playbook, .github/skills/team-onboarding-playbook and .opencode/skills/team-onboarding-playbook in your project.

What does Team Onboarding Playbook need to run?

SKILL.md names no scripts, command-line tools or credentials: Team Onboarding Playbook is instructions for the agent only.

Does Team Onboarding Playbook access the network?

SKILL.md contains no URLs. Any network use would come from the scripts or tools the agent runs. This is read from the text; nothing was executed.

Is Team Onboarding Playbook safe to install?

Our automated static check of SKILL.md found no risky patterns, such as piping downloads into a shell, reading credential files or hidden Unicode. It is not a guarantee. Review the folder before installing.

What licence does Team Onboarding Playbook use?

Team Onboarding Playbook is published under the MIT licence (the repository's licence). It allows redistribution, so the full SKILL.md is shown on this page.

How many tokens does Team Onboarding Playbook use?

About 2.3k tokens (SKILL.md is roughly 9.2k characters). Agents keep only the skill's name and description in context until a task matches; then they load SKILL.md in full. Its references folder adds about 1.7k tokens, read only when the agent opens those files.

What are the alternatives to Team Onboarding Playbook?

Skills that share tags, products or a category with Team Onboarding Playbook: Onboarding Playbook (sickn33/agentic-awesome-skills, 47k stars), Onboarding (sickn33/agentic-awesome-skills, 47k stars), Onboard (alirezarezvani/claude-skills, 28k stars) and Codebase Onboarding (affaan-m/ECC, 276k stars). The comparison table on this page puts their stars, adoption, token cost, safety result and licence side by side.

Who maintains Team Onboarding Playbook?

rampstackco (a GitHub organization) maintains it in rampstackco/claude-skills, which has 941 GitHub stars. The repository holds 103 skills in this directory. The repository was last updated on October 7, 2026.

Source: rampstackco/claude-skills on GitHub. Facts on this page come from the repository at the commit we read; the author's words are quoted as theirs.