Create a new employee onboarding checklist

intermediateClaude SonnetHR & PeoplePeople Opsonboardingpeople-opshrnew-hiremanager-guide

Use case

Use this prompt to create an onboarding checklist for a new hire — either a general template or one customized for a specific role. Companies that onboard well retain employees longer and see faster time-to-productivity. A structured checklist ensures no step is missed and gives the new employee a clear sense of what to expect.

The prompt

You are a People Ops lead creating an onboarding checklist for a new employee.

Context:
- Company: {{company_name}}
- New employee name and role: {{employee_name_and_role}}
- Start date: {{start_date}}
- Department: {{department}}
- Manager: {{manager_name}}
- Work location: {{work_location}} (remote, hybrid, or in-office)
- Key tools and systems the employee needs access to: {{tools_and_systems}}
- Key people they should meet in the first 30 days: {{key_relationships}}
- Role-specific early priorities: {{role_priorities}} (what this person should be doing, learning, or delivering in their first 30/60/90 days)
- Company culture context: {{culture_context}} (anything important about how the company operates that the new employee should understand early)

Create a checklist organized into:

## Before Day 1 (Pre-boarding)
What People Ops and the manager do before the new employee's first day — equipment, access, communication, workspace prep.

## Day 1
Exactly what happens on the first day — meeting by meeting, task by task. Not "orientation" but specific activities.

## Week 1 (Days 2–5)
The first full week — focus on tools, team, and context without overwhelming.

## Month 1 (Days 6–30)
Building understanding of the role, product, customers, and team. Key meetings to have and documents to read.

## Month 2 (Days 31–60)
Increasing independence. Beginning to contribute to real work. Key milestones for this period.

## Month 3 (Days 61–90)
Operating with autonomy. Delivering early wins. Completing the onboarding arc.

For each item in the checklist, include:
- The task or activity
- The owner (People Ops, manager, or new employee)
- A brief "why it matters" note (optional but valuable for manager checklists)

Also include:
## 30/60/90-Day Check-In Template
A brief structured template for the manager to use at each milestone check-in — what to discuss, what to assess, what to ask.

Variables

{{{{company_name}}}}Replace with your {{company name}}
{{{{employee_name_and_role}}}}Replace with your {{employee name and role}}
{{{{start_date}}}}Replace with your {{start date}}
{{{{department}}}}Replace with your {{department}}
{{{{manager_name}}}}Replace with your {{manager name}}
{{{{work_location}}}}Replace with your {{work location}}
{{{{tools_and_systems}}}}Replace with your {{tools and systems}}
{{{{key_relationships}}}}Replace with your {{key relationships}}
{{{{role_priorities}}}}Replace with your {{role priorities}}
{{{{culture_context}}}}Replace with your {{culture context}}

Example

Input

company_name: Anchor Analytics
employee_name_and_role: Jordan Rivera, Senior Account Executive
start_date: May 20, 2024
department: Sales
manager_name: James Wu, VP of Sales
work_location: Remote (US)
tools_and_systems: Salesforce, Outreach, LinkedIn Sales Navigator, Slack, Notion (company wiki), Google Workspace, Chorus, Zoom, Expensify
key_relationships: James Wu (manager), Marcus Chen (CEO), Priya Patel (CTO — product context), Maya Chen (Controller — financial buyer context), existing AE team (3 peers), 2 CSMs (CS team handoff partners), Marketing Manager
role_priorities: 30 days — product knowledge + ICP mastery + first prospecting sequences. 60 days — first closed deal. 90 days — sustainable pipeline and on-pace for quarterly quota
culture_context: Direct communication culture; Slack is the primary async channel; weekly all-hands on Monday mornings; management trusts employees to manage their own time; direct feedback expected and welcomed; small team means everyone knows each other

Output

# New Employee Onboarding Checklist
**Jordan Rivera — Senior Account Executive**
**Anchor Analytics | Start Date: May 20, 2024**

---

## Before Day 1 (Pre-boarding)

**People Ops (Maya Chen):**
- [ ] Send welcome email with Day 1 schedule, Slack link, and what to expect (send May 17)
- [ ] Ship laptop via FedEx Priority — arrive by May 17 (confirm delivery address)
- [ ] Provision accounts: Google Workspace, Slack, Notion, Salesforce (read-only until Day 3), Expensify
- [ ] Set up Rippling for payroll/benefits; send benefits enrollment link (Jordan has 30 days to elect)
- [ ] Add Jordan to team Slack channels: #general, #sales, #all-hands, #wins
- [ ] Send $500 home office stipend process email (can submit receipts from Day 1)
- [ ] Schedule Day 1 welcome call with James at 9:00 AM

**Manager (James Wu):**
- [ ] Send a personal welcome message to Jordan's personal email on May 17 — brief, warm, practical ("here's what Monday looks like")
- [ ] Send the SDR/AE Onboarding Playbook link (Notion) with a note to read through it before Day 1 if they have time
- [ ] Confirm Jordan is added to the weekly team standup (Monday, 10 AM)
- [ ] Block James's calendar for daily 15-min check-ins for the first 2 weeks
- [ ] Tell the existing AE team who's starting and ask them to reach out on Day 1

---

## Day 1 (Monday, May 20)

| Time | Activity | Owner | Notes |
|---|---|---|---|
| 9:00 AM | Welcome call with James Wu | James | 60-min 1:1; tour of the role, team, and Week 1 plan |
| 10:00 AM | All-hands standup | Marcus (facilitates) | Jordan introduced to full team; James introduces |
| 10:30 AM | IT setup and account verification | Jordan | Confirm access to all provisioned tools; flag any gaps to Maya |
| 11:00 AM | Notion wiki orientation | Jordan | Read: Company Overview, Sales section index, AE Playbook intro |
| 12:00 PM | Lunch — async, no meetings | Jordan | Encourage to take a real break on Day 1 |
| 1:00 PM | Product demo walkthrough (recorded) | Jordan | Watch the 60-min recorded demo in Google Drive; take notes |
| 2:30 PM | Welcome 1:1 with Maya Chen (People Ops) | Maya | 30 min; benefits enrollment, policy overview, answer HR questions |
| 3:00 PM | Write Day 1 reflection | Jordan | 5 minutes: what was useful, what questions do you have? Share in Slack #sales |

---

## Week 1 (Days 2–5: May 21–24)

**Product and Company Knowledge:**
- [ ] Read: ICP Definition document (Notion > Sales > ICP) — Jordan — Day 2
- [ ] Read: Competitive battle cards for Amplitude, Mixpanel, Tableau — Jordan — Day 2–3
- [ ] Complete Salesforce 101 (Trailhead "Salesforce for Sales" — ~3 hours) — Jordan — Days 3–4
- [ ] Read: Signal product overview and launch data summary — Jordan — Day 3
- [ ] Watch: 3 Chorus call recordings (James will select; 1 great, 1 average, 1 enterprise close) — Jordan — Days 3–5

**Relationships:**
- [ ] 1:1 with Marcus Chen (CEO) — 30 min — schedule for Day 2 or 3 — James sets up
- [ ] 1:1 with each peer AE — 20 min each — Jordan schedules directly via Slack
- [ ] 1:1 with Priya Patel (CTO) — 30 min — "understand the product from the builder's perspective" — James sets up
- [ ] Meet the CS team on a group call — 30 min — James coordinates

**Tools and Process:**
- [ ] Set up Outreach sequences library; review top 3 performing sequences — Jordan — Day 2
- [ ] Set up LinkedIn Sales Navigator saved searches for ICP account targeting — Jordan — Day 3–4
- [ ] Complete Expensify setup; submit home office stipend receipt if purchased — Jordan — Day 5

**Daily:**
- [ ] Daily 15-min check-in with James (9:00 AM) — all of Week 1

---

## Month 1 (Days 6–30)

**Learning milestones:**
- [ ] Pass ICP Quiz (10-question assessment developed by James) — Jordan — Day 14
- [ ] Can explain Anchor's value proposition without looking at the deck — Jordan — Day 10 target
- [ ] Shadow 3 discovery calls (with James or senior AE) — Jordan — Days 6–14
- [ ] Run 2 mock cold calls with James (role-play) — Jordan — Week 3
- [ ] Read Fanatical Prospecting (chapters 1–5) — Jordan — by Day 21

**First outreach:**
- [ ] Build target account list (60 accounts) — Jordan — Day 10
- [ ] Draft first outbound email sequence (3 emails + LinkedIn touch) — Jordan — Day 12
- [ ] James reviews and approves first sequences before sending — James — Day 14
- [ ] Begin sending 20+ outbound sequences per week (with pre-approval for first batch) — Jordan — Week 3

**Milestone: 30-day check-in (see template below)**

---

## Month 2 (Days 31–60)

**Performance milestones:**
- [ ] First qualified discovery call booked and held — Jordan — target by Day 35
- [ ] Sending 40+ outreach sequences per week independently — Jordan — by Day 45
- [ ] Salesforce accuracy maintained at 95%+ — Jordan — ongoing
- [ ] First deal closed — Jordan — target by Day 60 (first close) or at minimum 3+ opportunities in late stage

**Relationships:**
- [ ] Meet Marketing Manager (Sarah Kim) — discuss Signal campaign and co-marketing opportunities — Jordan — Week 5
- [ ] Join one CS QBR as an observer — Jordan — if available in this period

**Milestone: 60-day check-in (see template below)**

---

## Month 3 (Days 61–90)

**Operating independently:**
- [ ] Managing full pipeline without pre-approval on outreach — Jordan — ongoing
- [ ] Booking 3+ qualified discovery calls per week — Jordan — target by Day 75
- [ ] Contributing to AE team playbook (one improvement based on what's working) — Jordan — by Day 90

**Performance:**
- [ ] On-pace to contribute $150K+ new ARR by end of Q3 (first full quarter) — James and Jordan review
- [ ] Received written performance feedback from James — James — Day 85

**Milestone: 90-day check-in (see template below)**

---

## 30/60/90-Day Check-In Templates

### 30-Day Check-In (Manager-led, ~45 min)
**Focus:** Is Jordan set up to succeed? What's missing?

Questions to ask:
- "What's clicked and what hasn't in the first month? Anything surprising about the role or the company?"
- "Where do you feel confident and where do you still need more context or support?"
- "What do you wish you'd known on Day 1 that you know now?"

Assess:
- ICP knowledge — can Jordan qualify a prospect without help?
- Product knowledge — can they explain Signal to a skeptical buyer?
- Pipeline activity — are they sending the right volume of outreach?

Feedback to give: Be specific about what's strong and where they should focus for Month 2.

---

### 60-Day Check-In (Manager-led, ~45 min)
**Focus:** Is Jordan contributing at the expected level? On track for quota?

Questions to ask:
- "Walk me through your current pipeline — what do you feel good about and what are you worried about?"
- "What's been the hardest part of the role so far? What do you need from me?"
- "How is the team dynamic feeling? Anyone you need more connection with?"

Assess:
- First deal closed or in late stage?
- Pipeline volume and quality
- Discovery call effectiveness (listen to a recording together)

Feedback to give: Be honest about where the ramp is ahead of pace vs. behind.

---

### 90-Day Check-In (Manager + People Ops, ~60 min)
**Focus:** Is Jordan operating at full AE capacity? Formal end of onboarding.

Questions to ask:
- "What would you change about your own first 90 days if you could do it over?"
- "Where do you see your biggest growth opportunity in the next 6 months?"
- "What do you need from me as your manager to do your best work?"

Assess:
- Quota trajectory (on pace?)
- Independent pipeline generation
- Team integration and culture fit
- One-year retention signal: are they energized or showing warning signs?

Outcome: Formal feedback letter in personnel file; confirm Year 1 goals together.

Tips for best results

1Pre-boarding (before Day 1) is the most important and most neglected phase of onboarding. A laptop that doesn't arrive until Day 3, or Slack access that's set up on Day 1, signals disorganization at a moment when the employee is forming their impression of the company.
2Day 1 should end with the employee feeling welcomed, not overwhelmed. Limit the content load on Day 1 — prioritize connections and context over information transfer.
3The 30-day check-in is when most onboarding problems can still be fixed. Managers who skip this check-in find out at 90 days that something went wrong at week 2 — when it's much harder to course-correct.
4Build the onboarding checklist before the employee's first day — not the night before. A well-designed onboarding starts before the offer letter is signed.
5Ask employees to rate their own onboarding at 30 and 90 days. A simple survey ('how prepared do you feel for the role on a 1–5 scale? What would have made the onboarding better?') improves each subsequent hire's experience.

Related prompts

Create a learning path outline for a role or skill

intermediate

Generate a structured learning path that maps out the skills, resources, milestones, and timeline for developing competency in a specific role or domain.

HR & Peoplelearning-developmentonboardingtraining

Draft an offer letter for a new hire

intermediate

Generate a clear, complete offer letter that communicates compensation, equity, benefits, and start date in plain language — while covering the key legal elements.

HR & Peoplerecruitingoffer-letterhr

Write an employee handbook section

intermediate

Generate a clear, readable employee handbook section that communicates policy in plain language without being so legalistic that employees ignore it.

HR & Peopleemployee-handbookpeople-opspolicy

Need help implementing this prompt in your workflow?

Book a call

Use case

You are a People Ops lead creating an onboarding checklist for a new employee. Context: - Company: {{company_name}} - New employee name and role: {{employee_name_and_role}} - Start date: {{start_date}} - Department: {{department}} - Manager: {{manager_name}} - Work location: {{work_location}} (remote, hybrid, or in-office) - Key tools and systems the employee needs access to: {{tools_and_systems}} - Key people they should meet in the first 30 days: {{key_relationships}} - Role-specific early priorities: {{role_priorities}} (what this person should be doing, learning, or delivering in their first 30/60/90 days) - Company culture context: {{culture_context}} (anything important about how the company operates that the new employee should understand early) Create a checklist organized into: ## Before Day 1 (Pre-boarding) What People Ops and the manager do before the new employee's first day — equipment, access, communication, workspace prep. ## Day 1 Exactly what happens on the first day — meeting by meeting, task by task. Not "orientation" but specific activities. ## Week 1 (Days 2–5) The first full week — focus on tools, team, and context without overwhelming. ## Month 1 (Days 6–30) Building understanding of the role, product, customers, and team. Key meetings to have and documents to read. ## Month 2 (Days 31–60) Increasing independence. Beginning to contribute to real work. Key milestones for this period. ## Month 3 (Days 61–90) Operating with autonomy. Delivering early wins. Completing the onboarding arc. For each item in the checklist, include: - The task or activity - The owner (People Ops, manager, or new employee) - A brief "why it matters" note (optional but valuable for manager checklists) Also include: ## 30/60/90-Day Check-In Template A brief structured template for the manager to use at each milestone check-in — what to discuss, what to assess, what to ask.

Variables

{{{{company_name}}}}Replace with your {{company name}}

{{{{employee_name_and_role}}}}Replace with your {{employee name and role}}

{{{{start_date}}}}Replace with your {{start date}}

{{{{department}}}}Replace with your {{department}}

{{{{manager_name}}}}Replace with your {{manager name}}

{{{{work_location}}}}Replace with your {{work location}}

{{{{tools_and_systems}}}}Replace with your {{tools and systems}}

{{{{key_relationships}}}}Replace with your {{key relationships}}

{{{{role_priorities}}}}Replace with your {{role priorities}}

{{{{culture_context}}}}Replace with your {{culture context}}

Example

Input

company_name: Anchor Analytics
employee_name_and_role: Jordan Rivera, Senior Account Executive
start_date: May 20, 2024
department: Sales
manager_name: James Wu, VP of Sales
work_location: Remote (US)
tools_and_systems: Salesforce, Outreach, LinkedIn Sales Navigator, Slack, Notion (company wiki), Google Workspace, Chorus, Zoom, Expensify
key_relationships: James Wu (manager), Marcus Chen (CEO), Priya Patel (CTO — product context), Maya Chen (Controller — financial buyer context), existing AE team (3 peers), 2 CSMs (CS team handoff partners), Marketing Manager
role_priorities: 30 days — product knowledge + ICP mastery + first prospecting sequences. 60 days — first closed deal. 90 days — sustainable pipeline and on-pace for quarterly quota
culture_context: Direct communication culture; Slack is the primary async channel; weekly all-hands on Monday mornings; management trusts employees to manage their own time; direct feedback expected and welcomed; small team means everyone knows each other

Output

# New Employee Onboarding Checklist
**Jordan Rivera — Senior Account Executive**
**Anchor Analytics | Start Date: May 20, 2024**

---

## Before Day 1 (Pre-boarding)

**People Ops (Maya Chen):**
- [ ] Send welcome email with Day 1 schedule, Slack link, and what to expect (send May 17)
- [ ] Ship laptop via FedEx Priority — arrive by May 17 (confirm delivery address)
- [ ] Provision accounts: Google Workspace, Slack, Notion, Salesforce (read-only until Day 3), Expensify
- [ ] Set up Rippling for payroll/benefits; send benefits enrollment link (Jordan has 30 days to elect)
- [ ] Add Jordan to team Slack channels: #general, #sales, #all-hands, #wins
- [ ] Send $500 home office stipend process email (can submit receipts from Day 1)
- [ ] Schedule Day 1 welcome call with James at 9:00 AM

**Manager (James Wu):**
- [ ] Send a personal welcome message to Jordan's personal email on May 17 — brief, warm, practical ("here's what Monday looks like")
- [ ] Send the SDR/AE Onboarding Playbook link (Notion) with a note to read through it before Day 1 if they have time
- [ ] Confirm Jordan is added to the weekly team standup (Monday, 10 AM)
- [ ] Block James's calendar for daily 15-min check-ins for the first 2 weeks
- [ ] Tell the existing AE team who's starting and ask them to reach out on Day 1

---

## Day 1 (Monday, May 20)

| Time | Activity | Owner | Notes |
|---|---|---|---|
| 9:00 AM | Welcome call with James Wu | James | 60-min 1:1; tour of the role, team, and Week 1 plan |
| 10:00 AM | All-hands standup | Marcus (facilitates) | Jordan introduced to full team; James introduces |
| 10:30 AM | IT setup and account verification | Jordan | Confirm access to all provisioned tools; flag any gaps to Maya |
| 11:00 AM | Notion wiki orientation | Jordan | Read: Company Overview, Sales section index, AE Playbook intro |
| 12:00 PM | Lunch — async, no meetings | Jordan | Encourage to take a real break on Day 1 |
| 1:00 PM | Product demo walkthrough (recorded) | Jordan | Watch the 60-min recorded demo in Google Drive; take notes |
| 2:30 PM | Welcome 1:1 with Maya Chen (People Ops) | Maya | 30 min; benefits enrollment, policy overview, answer HR questions |
| 3:00 PM | Write Day 1 reflection | Jordan | 5 minutes: what was useful, what questions do you have? Share in Slack #sales |

---

## Week 1 (Days 2–5: May 21–24)

**Product and Company Knowledge:**
- [ ] Read: ICP Definition document (Notion > Sales > ICP) — Jordan — Day 2
- [ ] Read: Competitive battle cards for Amplitude, Mixpanel, Tableau — Jordan — Day 2–3
- [ ] Complete Salesforce 101 (Trailhead "Salesforce for Sales" — ~3 hours) — Jordan — Days 3–4
- [ ] Read: Signal product overview and launch data summary — Jordan — Day 3
- [ ] Watch: 3 Chorus call recordings (James will select; 1 great, 1 average, 1 enterprise close) — Jordan — Days 3–5

**Relationships:**
- [ ] 1:1 with Marcus Chen (CEO) — 30 min — schedule for Day 2 or 3 — James sets up
- [ ] 1:1 with each peer AE — 20 min each — Jordan schedules directly via Slack
- [ ] 1:1 with Priya Patel (CTO) — 30 min — "understand the product from the builder's perspective" — James sets up
- [ ] Meet the CS team on a group call — 30 min — James coordinates

**Tools and Process:**
- [ ] Set up Outreach sequences library; review top 3 performing sequences — Jordan — Day 2
- [ ] Set up LinkedIn Sales Navigator saved searches for ICP account targeting — Jordan — Day 3–4
- [ ] Complete Expensify setup; submit home office stipend receipt if purchased — Jordan — Day 5

**Daily:**
- [ ] Daily 15-min check-in with James (9:00 AM) — all of Week 1

---

## Month 1 (Days 6–30)

**Learning milestones:**
- [ ] Pass ICP Quiz (10-question assessment developed by James) — Jordan — Day 14
- [ ] Can explain Anchor's value proposition without looking at the deck — Jordan — Day 10 target
- [ ] Shadow 3 discovery calls (with James or senior AE) — Jordan — Days 6–14
- [ ] Run 2 mock cold calls with James (role-play) — Jordan — Week 3
- [ ] Read Fanatical Prospecting (chapters 1–5) — Jordan — by Day 21

**First outreach:**
- [ ] Build target account list (60 accounts) — Jordan — Day 10
- [ ] Draft first outbound email sequence (3 emails + LinkedIn touch) — Jordan — Day 12
- [ ] James reviews and approves first sequences before sending — James — Day 14
- [ ] Begin sending 20+ outbound sequences per week (with pre-approval for first batch) — Jordan — Week 3

**Milestone: 30-day check-in (see template below)**

---

## Month 2 (Days 31–60)

**Performance milestones:**
- [ ] First qualified discovery call booked and held — Jordan — target by Day 35
- [ ] Sending 40+ outreach sequences per week independently — Jordan — by Day 45
- [ ] Salesforce accuracy maintained at 95%+ — Jordan — ongoing
- [ ] First deal closed — Jordan — target by Day 60 (first close) or at minimum 3+ opportunities in late stage

**Relationships:**
- [ ] Meet Marketing Manager (Sarah Kim) — discuss Signal campaign and co-marketing opportunities — Jordan — Week 5
- [ ] Join one CS QBR as an observer — Jordan — if available in this period

**Milestone: 60-day check-in (see template below)**

---

## Month 3 (Days 61–90)

**Operating independently:**
- [ ] Managing full pipeline without pre-approval on outreach — Jordan — ongoing
- [ ] Booking 3+ qualified discovery calls per week — Jordan — target by Day 75
- [ ] Contributing to AE team playbook (one improvement based on what's working) — Jordan — by Day 90

**Performance:**
- [ ] On-pace to contribute $150K+ new ARR by end of Q3 (first full quarter) — James and Jordan review
- [ ] Received written performance feedback from James — James — Day 85

**Milestone: 90-day check-in (see template below)**

---

## 30/60/90-Day Check-In Templates

### 30-Day Check-In (Manager-led, ~45 min)
**Focus:** Is Jordan set up to succeed? What's missing?

Questions to ask:
- "What's clicked and what hasn't in the first month? Anything surprising about the role or the company?"
- "Where do you feel confident and where do you still need more context or support?"
- "What do you wish you'd known on Day 1 that you know now?"

Assess:
- ICP knowledge — can Jordan qualify a prospect without help?
- Product knowledge — can they explain Signal to a skeptical buyer?
- Pipeline activity — are they sending the right volume of outreach?

Feedback to give: Be specific about what's strong and where they should focus for Month 2.

---

### 60-Day Check-In (Manager-led, ~45 min)
**Focus:** Is Jordan contributing at the expected level? On track for quota?

Questions to ask:
- "Walk me through your current pipeline — what do you feel good about and what are you worried about?"
- "What's been the hardest part of the role so far? What do you need from me?"
- "How is the team dynamic feeling? Anyone you need more connection with?"

Assess:
- First deal closed or in late stage?
- Pipeline volume and quality
- Discovery call effectiveness (listen to a recording together)

Feedback to give: Be honest about where the ramp is ahead of pace vs. behind.

---

### 90-Day Check-In (Manager + People Ops, ~60 min)
**Focus:** Is Jordan operating at full AE capacity? Formal end of onboarding.

Questions to ask:
- "What would you change about your own first 90 days if you could do it over?"
- "Where do you see your biggest growth opportunity in the next 6 months?"
- "What do you need from me as your manager to do your best work?"

Assess:
- Quota trajectory (on pace?)
- Independent pipeline generation
- Team integration and culture fit
- One-year retention signal: are they energized or showing warning signs?

Outcome: Formal feedback letter in personnel file; confirm Year 1 goals together.

Tips for best results

1Pre-boarding (before Day 1) is the most important and most neglected phase of onboarding. A laptop that doesn't arrive until Day 3, or Slack access that's set up on Day 1, signals disorganization at a moment when the employee is forming their impression of the company.

2Day 1 should end with the employee feeling welcomed, not overwhelmed. Limit the content load on Day 1 — prioritize connections and context over information transfer.

3The 30-day check-in is when most onboarding problems can still be fixed. Managers who skip this check-in find out at 90 days that something went wrong at week 2 — when it's much harder to course-correct.

4Build the onboarding checklist before the employee's first day — not the night before. A well-designed onboarding starts before the offer letter is signed.

5Ask employees to rate their own onboarding at 30 and 90 days. A simple survey ('how prepared do you feel for the role on a 1–5 scale? What would have made the onboarding better?') improves each subsequent hire's experience.