Onboarding that starts at the offer.
My People Operations Playbook: the journey from a signed offer to a new starter who feels part of the team at 90 days.
- Role
- Author and designer
- Format
- Interactive web playbook
- Status
- 2026 edition, private
The problem
Between a signed offer and the first day, the plan usually lives in five inboxes. Talent Acquisition, People Ops, IT and the hiring manager each hold a piece. The new starter holds none.
What was in the way
- The weeks between the signature and day one belong to no one unless someone decides.
- Every company is different, so it had to be a starting point, not a rulebook.
- Onboarding data is sensitive. It had to measure the process, never the person.
What I built
A playbook for People Ops teams and hiring managers at growing companies. It uses the same five-phase method as my Talent Acquisition Playbook.
- AuditFind where new starters fall through
- AlignGive every moment one owner
- ArchitectDesign the first 90 days
- ActionCheck they're ready for day one
- OptimiseLearn from every new starter
- Find the gaps
- One owner for every moment
- Design the first 90 days
- Ready for day one
- Measure the onboarding, not the person
Two checklists work right on the page: a handover from Talent Acquisition to People Ops, and a day-one readiness check.
What changed
It turns what I learned from my first-week handover at a growing insurtech, and from my research for Lumi, into steps a team can follow.
What I'd do next
- Test it with a People Ops team and see which checklist they actually use.
- Add chapters on manager enablement, performance and leaving.
The full playbook is private. Ask me for a walkthrough.
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