A new teammate gets plenty to read and very little help deciding what matters first. Handbook, team pages, project docs, Slack, meetings, access requests. All separate, when what they need is one path into the job.

Any AI can write a checklist from a job title. A good plan needs your specifics. Which project they'll learn through, who owns the decisions, which documents are still accurate, what access they actually need.

Strawberry can pull that together across Notion, Slack, Drive, calendars, and your admin pages. It keeps the teammate-facing guide separate from the internal setup list, then completes and verifies the steps you approve.

Begin with a confirmed role and start

This workflow begins after the hire or internal move is agreed. The role, manager, start date, working pattern, and first useful outcomes shape everything that follows. Recruiting still owns candidate assessment and the offer; offboarding remains a separate job with different controls.

Want to try it?

Ask your Strawberry companion: “Help me prepare a role-aware onboarding plan with the right company context, people, projects, tools, access, and first-week priorities.”

Skill

Onboard a new teammate

Build a role-aware context pack, setup plan, first-week path, and verified onboarding handoff.

When one of those facts is still uncertain, Strawberry can prepare the useful context and coordination plan while leaving identity-dependent accounts, invitations, and permissions untouched.

Build a path through the company context

The companion can follow links through the real company workspace and identify the goals, active projects, recent decisions, risks, people, working norms, and authoritative reading that matter for this role. It can flag a stale team page or conflicting project record instead of copying both into a polished welcome pack.

That rich context makes the result more specific without asking the onboarding owner to paste a summary from every tool. It also helps keep sensitive information out: private messages, compensation, health, performance, and candidate material do not belong in the teammate-facing guide unless an approved process genuinely requires them.

Set up the access the role needs

Access should follow the role, accepted policy, current projects, and manager input, not the broadest permissions held by a roughly similar colleague. Strawberry can organize what is needed before day one, what can wait for the first week, what is optional, and what is blocked on approval, licensing, hardware, or identity.

In the logged-in browser, the companion can prepare or complete approved invitations, access requests, group membership, calendar changes, and setup messages. You can see the exact teammate, account, access level, and destination before the change. A sent request is not marked complete until the source system shows the expected result.

Create a first week built around useful work

The final plan can combine a concise welcome, priority reading, people to meet and why, tools and access, the first project or outcomes, useful checkpoints, and unresolved blockers. Existing meetings and real project work are often better ways to learn than a generic 30/60/90 template.

The onboarding owner gets a control view of what is ready, scheduled, waiting, blocked, and verified. The new teammate gets only the context and plan meant for them. Messages, calendar invitations, and permissions remain separately reviewable.

Skill

Set up a shared team workflow

Turn the onboarding method into a shared team workflow after a real handoff has proved it works.

Feedback from the teammate, manager, and onboarding owner can improve the next run. For organizations that onboard regularly, a milestone-based Routine can prepare readiness checks and draft reminders before the start and during the first week, while leaving access changes and messages within the agreed review boundary.

Official Strawberry skill
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name
onboard-a-new-teammate
description
Bring a new teammate up to speed across company context, people, projects, tools, access, and first-week priorities. Use after a hire is confirmed or an internal role change is agreed, when someone needs a role-aware onboarding plan, context pack, setup coordination, and verified follow-through; do not use for recruiting decisions or offboarding.

Onboard a New Teammate

Help a new teammate understand where they have joined, get the access they need, meet the right people, and start useful work. Build the onboarding around their role and first priorities rather than handing them every document the company has.

Begin after the accepted-hire or role-change handoff. Recruiting owns candidate assessment and the offer process. This skill does not handle offboarding, access removal, retention, or employment decisions.

1. Understand the person, role, and start

Infer what is already known, then confirm only details that change the onboarding:

  • the teammate's identity, role, manager, start date, location or working pattern;
  • what they should understand, own, or contribute to first;
  • the onboarding owner and the team's accepted policy or checklist;
  • which tools, spaces, projects, meetings, and people are likely relevant; and
  • what must be ready before day one versus learned during the first week.

If the role, manager, identity, or start date is not confirmed, prepare the useful context and plan but do not create accounts, permissions, invitations, or messages that depend on those facts.

2. Build the context they actually need

Use approved company sources such as Notion, Slack, Drive, project tools, calendars, org material, handbooks, files, and relevant browser tabs. Follow links through the real logged-in workspace so the user can inspect what is being included and correct stale or sensitive context.

Prioritize:

  • what the company and team are trying to achieve;
  • the teammate's role, near-term outcomes, and decision boundaries;
  • active projects, recent decisions, current risks, and open questions they will touch;
  • the people they need to know and why;
  • how the team communicates, documents decisions, and gets work done; and
  • a short reading path with links to the sources that remain authoritative.

Do not create an information dump. Prefer a role-aware path through current work. Flag stale, conflicting, missing, or ownerless documentation instead of silently presenting it as settled. Keep private messages, compensation, health, performance, candidate, and other sensitive material out of the teammate-facing pack unless the approved onboarding process clearly requires it.

3. Work out the right setup

Build the tool and access plan from the role, accepted policy, comparable roles, project needs, and manager input—not from the broadest access another person happens to have. Distinguish:

  • required before day one;
  • useful during the first week;
  • optional or pending a real need; and
  • blocked on identity, approval, licensing, hardware, or another dependency.

Strawberry can work through visible admin pages, forms, portals, calendars, and communication tools in the user's logged-in browser. Prepare or complete approved invitations, access requests, group membership, calendar changes, and setup messages where the user has authority. Let the user take over for identity, security, payment, or other steps that require them personally.

Show the exact teammate, account or system, access level, and action before a consequential change. Verify the result in the source system; do not mark a request complete merely because it was sent.

4. Create a practical first-week path

Bring the context, people, setup, and work into one usable plan. Adapt it to the role rather than forcing a generic 30/60/90 template. A useful result may include:

  • a concise welcome and role context pack;
  • the first outcomes or project to learn through;
  • priority reading and source links;
  • introductions and meetings with a reason for each;
  • tools and access with owner, timing, and verification status;
  • first-week tasks, checkpoints, and questions to resolve; and
  • blockers or gaps that need an owner before the teammate starts.

Use existing meetings and real project work when they are the best way to learn. Draft welcome messages, introductions, calendar invitations, and manager notes separately so each audience sees only what they need.

5. Launch and verify the onboarding

Give the onboarding owner a compact control view: ready, scheduled, waiting, blocked, and verified. Keep the teammate-facing guide separate from the internal coordination tracker.

Send messages, invite people, change calendars, provision access, or update project systems only after the relevant action and scope are approved. After launch, check the consequential setup and surface anything that could prevent the teammate from contributing.

6. Improve the next onboarding

Use feedback from the teammate, manager, and onboarding owner to improve the reading path, setup logic, first-week shape, and verification points. Fix stale source material at its owner rather than copying corrections into a private checklist.

When the method is trusted and several people should own it, use strawberry/operations/set-up-shared-team-workflow to turn it into a team skill with clear privacy boundaries and handoffs. If the organization onboards people often, a milestone-based Routine may check the agreed onboarding tracker, calendar, access systems, and source documents before the start date and during the first week, then prepare a readiness view and draft reminders. It should leave messages and access changes reviewable and stop for missing identity, authority, policy, or sensitive context.