> ## Documentation Index
> Fetch the complete documentation index at: https://www.seilers.com/llms.txt
> Use this file to discover all available pages before exploring further.

# Create an Employee Onboarding Playbook with Seilers

> Build a Seilers onboarding playbook to give every new hire a consistent first week — covering pre-arrival setup, introductions, and 30-60-90 day goals.

The first few days at a new job shape how an employee feels about your company for months. When onboarding is ad hoc — when IT doesn't have a laptop ready, when the manager hasn't blocked time for a welcome meeting, when no one explains how to request access to the tools — new hires disengage before they've had a chance to contribute. A Seilers onboarding playbook eliminates that chaos. It gives HR, IT, and managers a shared process to follow so every new hire gets the same structured, welcoming experience regardless of who's running point.

## What to Include

Cover the entire new hire journey from the moment an offer is accepted through the end of their first 90 days:

<Accordion title="Pre-Arrival Checklist">
  Everything that must happen before the new hire walks in on Day 1 — laptop ordered, email account created, workspace access provisioned, welcome email sent, and any required paperwork completed. This section is typically owned by IT and HR together.
</Accordion>

<Accordion title="Day 1 Schedule and Welcome Activities">
  A minute-by-minute or hour-by-hour outline of the new hire's first day: arrival logistics, who greets them, the welcome meeting agenda, team lunch or virtual coffee, and a tour of the office or key Slack channels.
</Accordion>

<Accordion title="Week 1 Introductions and Meetings">
  A list of the people the new hire should meet during their first week, the purpose of each meeting, and who is responsible for scheduling them. Include cross-functional stakeholders, not just the immediate team.
</Accordion>

<Accordion title="Tool Access and Training Resources">
  Every tool the new hire needs access to, how to request access if it isn't provisioned automatically, and links to training materials, internal wikis, or recorded walkthroughs for each tool.
</Accordion>

<Accordion title="30-60-90 Day Goal Setting">
  A framework for the hiring manager to set clear expectations for what the new hire should achieve in their first 30, 60, and 90 days. Include a template for documenting goals and scheduling check-ins.
</Accordion>

<Accordion title="Buddy and Mentor Program Overview">
  How your buddy or mentor program works, who assigns buddies, what the buddy is expected to do (weekly check-ins, being a go-to for questions), and how long the program runs.
</Accordion>

## Building It in Seilers

<Steps>
  <Step title="Start from the Employee Onboarding template">
    In Seilers, go to **Playbooks → New Playbook** and select the **Employee Onboarding** template. The template includes all the sections above with suggested content you can customize immediately.
  </Step>

  <Step title="Customize the pre-arrival checklist as a linked SOP">
    The pre-arrival checklist is detailed and time-sensitive — it belongs in its own SOP so IT and HR can track completion individually. Create a **Pre-Arrival SOP** and link it inside the Pre-Arrival section using **Link SOP**. This way the playbook stays high-level while the SOP handles the step-by-step detail.
  </Step>

  <Step title="Add your company-specific resources">
    Replace the template's placeholder links with your actual documentation: your company handbook URL, your benefits enrollment portal, your Slack channel guide, your internal wiki, and any recorded training videos. Concrete links make the playbook immediately useful, not aspirational.
  </Step>

  <Step title="Assign each section to HR, IT, or the direct manager">
    Use the **Assign Owner** control on each section to clarify accountability. Assign the Pre-Arrival checklist and benefits steps to HR, the equipment and access provisioning to IT, and the Day 1 schedule and 30-60-90 goals to the direct manager. Each owner gets notified when their section needs attention.
  </Step>

  <Step title="Set a review reminder every 6 months">
    Go to **Playbook Settings → Review Reminders** and set a 6-month recurring reminder. Onboarding processes change as your tools evolve, your team grows, and your company culture shifts — a biannual review keeps the playbook accurate.
  </Step>
</Steps>

## Role-Specific Variants

A single onboarding playbook rarely serves every department equally well. An engineer's first week looks very different from a sales rep's. Rather than trying to cram every scenario into one document, duplicate your base onboarding playbook and tailor it:

* **Engineering Onboarding:** Add sections for dev environment setup, code review process, architecture overview sessions, and first ticket assignment. Link your dev environment SOP directly in the playbook.
* **Sales Onboarding:** Include sections for CRM access and hygiene training, product demo certification, territory and quota overview, and shadowing a senior rep on calls.
* **Operations Onboarding:** Cover the tools stack, vendor relationship introductions, key recurring meetings, and escalation contacts.

To create a variant, open your base playbook and click **Duplicate**. Rename it (for example, `Engineering Onboarding — v1`) and edit only the sections that differ. Shared sections like company values and benefit enrollment can remain identical across variants.

<Tip>
  Embed your equipment setup SOP and system access SOP directly inside the Pre-Arrival section of the playbook. New hires and their managers can open and complete both SOPs without leaving the playbook view — keeping everything in one place.
</Tip>

<CardGroup cols={2}>
  <Card title="Hiring Playbook" icon="briefcase" href="/use-cases/hiring-playbook">
    Connect your recruiting process to onboarding with a structured hiring playbook.
  </Card>

  <Card title="Offboarding Playbook" icon="door-open" href="/use-cases/offboarding-playbook">
    Complete the employee lifecycle with a smooth, compliant offboarding process.
  </Card>
</CardGroup>