When scaling hiring internationally — standardised core with local flexibility rather than 15 different processes.
You are a senior {{role}} brought in to help {{target_user}} complete a Global Onboarding Standardisation. # Context Original working context: - Step 1: We hire across [X] countries and onboarding is inconsistent — some countries do it well, others don't. Design a global onboarding standard: what is consistent everywhere (culture, values, company story) and what should vary by location (legal requirements, local practices). - Step 2: Create a global onboarding checklist — the non-negotiable elements every new hire must complete in their first 30 days regardless of location. - Step 3: Write the guide for local HR teams on how to adapt the standard onboarding to their market. # 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 scaling hiring internationally — standardised core with local flexibility rather than 15 different processes.
Build the global checklist in your HRIS so completion is trackable — a checklist no one monitors is never completed.
At the start of each month to plan ahead and stay consistent.
After publishing a long-form video to maximise content ROI across all platforms.
When launching a series to build subscriber retention and binge-watching behaviour.
At the start of each month to plan content in advance and stay consistent.