People & retention

Onboarding plans that start themselves

Build an onboarding plan once per role, let it start when the offer is accepted, time every task and email to the start date, and close out the role so nothing is left hanging.

6 min read · Updated · For hr leads, office managers and hiring managers who welcome new hires

The short version

Write the plan once, attach it to the role, and let the accepted offer start it. Your job becomes checking progress, not remembering tasks.

Why onboarding slips

Between the signed offer and the first day, nobody owns the new hire. Paperwork, equipment and a first-week schedule depend on someone remembering. A plan that starts by itself removes the remembering.

Build one plan per kind of role

  1. 1

    Plan templates matched to the role

    Build plans once and InsightHire picks the right one for each hire.

    In Offers & onboarding

What a good plan covers

  • Before day one: paperwork, equipment, accounts, a welcome email.
  • Day one: who meets them, where to go, what they will do.
  • Week one: training, a buddy, a first small win.
  • Day 30: a check-in on how it is going, both ways.

Let the accepted offer start it

  1. 1

    Accepted and signed

    The candidate views, signs and accepts the offer on a secure page from any device.

    In Offers & onboarding
  2. 2

    The plan starts

    The matched plan starts automatically, or you can start it by hand, and its tasks are created for the right people.

    In Offers & onboarding

Time everything to the start date

  1. 1

    Tasks timed to the start date

    Tasks, emails and reminders go out on schedule, counting from day one.

    In Offers & onboarding
  2. 2

    One onboarding card

    Confirm or waive tasks and change the start date from the candidate profile.

    In Offers & onboarding
  3. 3

    See progress across hires

    See how onboarding plans are progressing across your hires.

    In Offers & onboarding

Close out the role and hand over

  1. 1

    Hire follow-up

    Reject the rest, keep the best in a pool, and mark the job filled.

    In Offers & onboarding
  2. 2

    Onto the roster

    New hires sync onto the Grow roster, with their journey, assessment and scorecard results carried over as skill evidence.

    In Grow

The products in this playbook

Offers & onboardingOffer letters, built-in e-signature, counter-offers and onboarding plans on one candidate record.Explore Offers & onboardingGrowSkills, check-ins, pulse surveys and succession plans that start from the evidence you hired on.Explore Grow

Questions, answered

Do I need a different plan for every job?

No. Most teams need a few: for example one for hourly roles, one for office roles and one for managers. Templates are matched to each hire.

What if the start date changes?

Change it on the onboarding card, and the scheduled tasks and emails follow the new date.

Can a manager skip a task that does not apply?

Yes. Tasks can be confirmed or waived from the onboarding card.

Keep reading

All playbooks
People & retention7 min readFrom hire to growth: use hiring evidence in year oneCarry what you learned while hiring into onboarding, skills check-ins, pulse surveys and succession plans, then check whether your hiring process predicts good hires.Read the playbookPeople & retention8 min readSkills check-ins, pulse surveys and succession for small teamsA light rhythm for keeping good people: role profiles that say what good looks like, regular skills check-ins, short pulse surveys, and a simple succession plan for the roles you cannot afford to leave empty.Read the playbookHow it connects10 min readHow InsightHire connects: from first search to first yearFollow one hire end to end: sourcing with Scout, a scored journey, ranked review, structured interviews, the offer and onboarding, then Grow, with Vouch checks along the way.Read the playbook

Put this playbook to work.

Bring one real role and we'll set it up with you in InsightHire.

Book a demo