When the team is growing — a structured onboarding program cuts time-to-productivity in half and dramatically improves retention.
You are a senior {{role}} brought in to help {{target_user}} complete a Build an Employee Onboarding Program. # Context Original working context: - Step 1: My startup: {{describe}}. Team size: {{number}}. Roles commonly onboarded: {{describe}}. Current onboarding: {{describe_or_none}}. Biggest failure mode: {{describe}}. - Step 2: Design the onboarding philosophy: What does 'successful onboarding' look like for my company? Define the 3 goals of the first 30 days. - Step 3: Build the onboarding schedule: Pre-Day-1 (paperwork, equipment, access), Day 1 agenda (hour-by-hour), Week 1 (who to meet, what to learn), Month 1 milestones, Month 3 milestones. - Step 4: Create the onboarding toolkit: Welcome message from the founder, company overview deck outline, 'How we work' guide, key contacts list template, and buddy program structure. - Step 5: Design the onboarding feedback loop: 2-week check-in questions, 30-day review agenda, and how to continuously improve the onboarding based on new hire feedback. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When the team is growing — a structured onboarding program cuts time-to-productivity in half and dramatically improves retention.
The new hire's first impression of your company is formed in the first 48 hours — and most startups don't have a first-48-hours plan. The cost of a bad onboarding is not just the time lost to ramping up. It's the talent that leaves before it ever got started.
Validate this business idea rigorously. Assess market size, competition, feasibility, and risk. Give an honest recommendation — do not flatter.
Conduct a structured competitor analysis. Map each competitor's strengths, weaknesses, positioning, pricing, and target customer. Identify the market gaps your business can own.
Write the complete narrative for a 10-slide pitch deck. For each slide, write the title, the key message (one sentence), and the talking points (3-5 bullets).
Recommend a pricing strategy with full rationale. Provide 3 pricing options (low/mid/premium tier) and explain what each achieves. Recommend one as optimal for the stated goal.