Skillintermediate

plan onboarding

<required_reading>

Claude Code Knowledge Pack7/10/2026

Overview

<required_reading>

Read these reference files before planning onboarding:

references/primary-traits.md - A, B, C, D trait details and communication styles
references/team-composition.md - Gas/Brake/Glue and conflict pairs
references/patterns-archetypes.md - Pattern identification

</required_reading>

Plan effective onboarding for a new hire using their Culture Index profile and the team's profiles. This workflow identifies likely allies, potential friction points, and provides specific recommendations for the first 90 days.

Context: This workflow is typically used after the new hire has signed their offer and completed the CI survey, but before their start date.

</purpose> <process>

Step 1: Load New Hire Profile

New Hire: [Name]
Start Date: [Date]
Role: [Title]
Reports To: [Manager name]

Profile:
- Pattern: [Archetype]
- A: [position relative to arrow]
- B: [position relative to arrow]
- C: [position relative to arrow]
- D: [position relative to arrow]
- L: [absolute value]
- I: [absolute value]
- EU Survey: [value]

If comparing to predicted profile (from interview):

Trait	Predicted	Actual	Delta
A	[pred]	[actual]	[diff]
B	[pred]	[actual]	[diff]
C	[pred]	[actual]	[diff]
D	[pred]	[actual]	[diff]

Note any significant differences for onboarding planning.

Step 2: Load Team Profiles

List immediate team members:

Name	Pattern	A	B	C	D	Role
[Manager]	[pattern]	[pos]	[pos]	[pos]	[pos]	Manager
[Peer 1]	[pattern]	[pos]	[pos]	[pos]	[pos]	[role]
[Peer 2]	[pattern]	[pos]	[pos]	[pos]	[pos]	[role]

Team Composition:

Gas (High A): [count] people
Brake (High D): [count] people
Glue (High B): [count] people

Step 3: Identify Natural Allies

Find team members with compatible profiles:

High compatibility indicators:

Similar pattern/archetype
Similar B position (social energy match)
Similar C position (pace match)
Complementary traits (their strength helps their gap)

Team Member	Compatibility	Reason
[Name]	High	[trait similarity or complement]
[Name]	Medium	[partial match]

Recommended buddy/mentor:

Primary: [Name] - [reason for pairing]
Secondary: [Name] - [reason for backup]

Step 4: Flag Potential Friction Points

Find team members with opposite profiles:

Team Member	Friction Risk	Source	Mitigation
[Name]	High	[opposite trait]	[suggestion]
[Name]	Medium	[gap]	[suggestion]

Common friction sources:

High A vs Low A: Independence vs collaboration expectations
High B vs Low B: Social needs mismatch
High C vs Low C: Pace/urgency mismatch
High D vs Low D: Detail orientation mismatch

Step 5: Manager Compatibility Assessment

Compare new hire to their manager:

Trait	Manager	New Hire	Gap	Adjustment Needed
A	[pos]	[pos]	[diff]	[manager adjustment]
B	[pos]	[pos]	[diff]	[manager adjustment]
C	[pos]	[pos]	[diff]	[manager adjustment]
D	[pos]	[pos]	[diff]	[manager adjustment]

Manager coaching points:

[Specific adjustment for this new hire]
[Specific adjustment for this new hire]

Step 6: Design First 30 Days

Based on new hire's profile:

Week 1 - Orientation:

If New Hire Is...	Orientation Approach
High A	Give autonomy early, avoid over-managing, focus on outcomes
Low A	Provide clear direction, structured intro, defined expectations
High B	Introduce to team quickly, social activities, relationships first
Low B	Gradual introductions, 1:1 over group, respect alone time
High C	Predictable schedule, one thing at a time, advance notice
Low C	Variety early, multiple projects, don't over-structure
High D	Documented processes, clear SOPs, training materials
Low D	Big picture context, creative problems, flexibility

Your Week 1 approach:

[Specific recommendation based on their traits]
[Specific recommendation based on their traits]
[Specific recommendation based on their traits]

Weeks 2-4 - Integration:

Priority	Action	Why (based on profile)
1	[action]	[trait-based reason]
2	[action]	[trait-based reason]
3	[action]	[trait-based reason]

Step 7: Design 30-60 Days

Focus Area	Approach for This Profile
Feedback style	[Based on A and D traits]
Meeting cadence	[Based on B and C traits]
Project type	[Based on I and pattern]
Independence level	[Based on A trait]
Check-in format	[Based on B and C traits]

Milestones to target:

Day 30: [milestone appropriate for their pattern]
Day 45: [milestone appropriate for their pattern]
Day 60: [milestone appropriate for their pattern]

Step 8: Design 60-90 Days

At this stage, focus on:

If New Hire Is...	60-90 Day Focus
High A	Expand scope, give ownership of projects
Low A	Establish regular collaboration patterns
High B	Integrate into team social fabric, culture building
Low B	Ensure solo time is protected, deep work established
High C	Consistent routines established, predictable workflow
Low C	Multiple concurrent projects, varied work
High D	Mastery of key processes, becoming the expert
Low D	Creative challenges, problem-solving opportunities

Success indicators by Day 90:

[Indicator appropriate for their pattern]
[Indicator appropriate for their pattern]
[Indicator appropriate for their pattern]

Step 9: Prepare Manager Briefing

Create a one-page briefing for the manager:

## Onboarding Briefing: [New Hire Name]

**Start Date:** [Date]
**Pattern:** [Archetype]

### Key Traits to Understand
| Trait | Position | What It Means |
|-------|----------|---------------|
| [Leading trait] | [High/Low] | [one-line implication] |
| [Second trait] | [High/Low] | [one-line implication] |

### Communication Style
- **Prefer:** [based on traits]
- **Avoid:** [based on traits]
- **Feedback:** [how to deliver based on A/D]

### What Motivates Them
1. [Motivator based on profile]
2. [Motivator based on profile]

### Potential Friction Areas
- With [team member]: [friction source and mitigation]

### Recommended Buddy
[Name] - [reason for pairing]

### First Week Priorities
1. [Priority based on their traits]
2. [Priority based on their traits]
3. [Priority based on their traits]

### Red Flags to Watch
- [Signal that they're struggling, based on profile]
- [Signal that they're struggling, based on profile]

Step 10: Compile Full Onboarding Plan

## Onboarding Plan: [New Hire Name]

**Prepared:** [Date]
**Start Date:** [Start Date]
**Role:** [Title]
**Manager:** [Manager Name]

### Profile Summary
- **Pattern:** [Archetype]
- **Key Traits:** [Top 2-3 trait positions]
- **EU:** [Survey value]

### Team Integration

**Natural Allies:**
- [Name] - [reason]

**Potential Friction:**
- [Name] - [source and mitigation]

**Recommended Buddy:** [Name]

### Manager Adjustments
1. [Adjustment based on trait gap]
2. [Adjustment based on trait gap]

### First 90 Days

**Week 1:**
- [Specific action]
- [Specific action]

**Days 8-30:**
- [Focus area]
- [Focus area]

**Days 30-60:**
- [Focus area]
- [Focus area]

**Days 60-90:**
- [Focus area]
- [Focus area]

### Success Indicators
- Day 30: [indicator]
- Day 60: [indicator]
- Day 90: [indicator]

### Communication Preferences
- **Style:** [based on traits]
- **Frequency:** [based on C and B]
- **Format:** [based on traits]

### Motivators
1. [Primary motivator]
2. [Secondary motivator]

### Watch Areas
- [Signal they're struggling]
- [Common challenge for this pattern]

### Notes
- [Any prediction vs actual differences]
- [Any special considerations]

</process>

<anti_patterns>

Avoid these onboarding mistakes:

One-size-fits-all onboarding: Adjust approach based on their traits
Ignoring manager compatibility: Manager adjustments are critical for retention
Assigning random buddies: Match based on profile compatibility
Over-socializing Low B's: Respect their need for alone time
Under-socializing High B's: Include them quickly or they'll feel excluded
Rushing High C's: Give them time to settle into routines
Boring Low C's: Keep them engaged with variety
Surprising High D's: Provide structure and documentation

</anti_patterns>

<success_criteria>

Onboarding plan is complete when:

</success_criteria>