Operations Horizon: 30 days Measured by program complete

Two-Week New Hire Onboarding Program with Full Execution

This goal guides the creation and deployment of a comprehensive two-week onboarding program for new hires over 30 days. Business users receive a ready-to-use program with all materials and the agent manages the first execution for a new employee.

What you type to the agent

Build a two-week onboarding program for new hires in 30 days, with the documents, the videos and the checklist, then run it for the next person.

Set this goal in Katteb Press the button and this lands in the chat box, ready to send.

Goals run on the Goals plan: five agents at once, schedules, memory and a daily report.

Who This Is For and When It Pays Off

This onboarding goal is designed for HR teams, small business owners, or operations managers who want a structured and repeatable process to smoothly integrate new employees.

It pays off most when scaling a team quickly or improving retention and productivity by providing new hires with consistent training and resources.

Businesses with little to no formal onboarding, or those updating an existing program with fresh, digital content and automation, will find this goal especially valuable.

How the Katteb Agent Does It, Step by Step

Sign in to the user’s HR or document storage platforms such as Google Drive, Microsoft OneDrive, or company intranet to gather existing onboarding materials.
Use content creation tools like Google Docs and video platforms (YouTube or Vimeo) via the user’s accounts to draft and upload necessary documents and videos.
Build a structured onboarding checklist and schedule using task management tools such as Trello or Asana, embedding links to content and timing for each activity.
Consolidate all onboarding components into a shared folder or portal accessible to the new hire, ensuring version control and accessibility.
Communicate with the user to calibrate and finalize onboarding materials tailored to company culture and job specifics.
Coordinate with calendar services (Google Calendar, Outlook) to schedule onboarding meetings, training sessions, and deadlines.
Deploy the program by guiding the new hire through the checklist step-by-step, confirming task completion and follow-ups.
Collect feedback from the new hire and stakeholders during and after the onboarding run, updating materials if needed for continuous improvement.

What You Give the Agent Before It Starts

Access credentials for document storage and content platforms where onboarding materials reside or will be created.
Outline of the role(s) being onboarded, including essential skills, tools, and knowledge the new hire needs.
Preferences on program style, such as formal versus informal tone, video length, and key topics to emphasize.
Calendar access for scheduling key sessions and deadlines during the onboarding period.
Any existing onboarding materials or links to recruitment and HR policies.

What a Good Result Looks Like

The program is complete within 30 days, with all documents, videos, and the onboarding checklist finalized and reviewed.

The new hire is guided through a two-week onboarding schedule with clear daily or periodic tasks and resources.

The deliverables include a shared onboarding folder or portal, a detailed checklist with deadlines, and scheduled meetings embedded in the calendar.

A full initial onboarding run is executed for the next new hire, including progress tracking and feedback collection.

Typical time for setup is under 30 days, with the onboarding program delivered and ready to scale for future hires after the goal period.

What to Expect and What Is Not Promised

The agent relies on user-provided access and input to HR materials and calendar systems; restricted access may limit functionality.

Content creation is based on information and preferences given; highly specialized or industry-specific training materials require user input or upload.

Execution of the onboarding run depends on the new hire’s engagement and responsiveness, which can affect timeline and feedback quality.

The agent does not replace live training or personal mentorship but complements these with structured materials and task management.

Compliance with platform terms, user permissions, and privacy policies is maintained, but final review and approval of materials remain the user’s responsibility.

How the Goal Unfolds Week by Week and Daily Reporting

Week 1 focuses on gathering and reviewing existing materials, defining the onboarding scope, and drafting documents and videos.

Week 2 involves finalizing all content, building the onboarding checklist, integrating scheduling, and creating a shared access portal.

Week 3 is dedicated to calibrating the program with user input, making adjustments, and preparing for the onboarding execution.

Week 4 executes the first onboarding run for the next new hire, tracking progress daily and collecting initial feedback.

The daily report summarizes progress against the timeline, highlights completed milestones, flags any access issues, and lists tasks for the next day.

Questions people ask

Can the agent create custom videos for the onboarding program?

The agent can assist with drafting scripts and uploading recorded videos to hosting platforms using your accounts. However, it does not produce original video recordings itself. Users may need to create or source videos externally and provide access for integration.

How does the agent handle updates to the onboarding program after the initial 30 days?

This goal focuses on building and running the onboarding program once. For ongoing updates, users can create a new task or goal to iterate on materials. The agent can help refine content based on feedback but continuous maintenance requires additional assignments.

Is the onboarding program suitable for all job roles?

The program framework is adaptable to multiple roles, but content must be customized for each position. The user needs to provide role-specific information and key training topics to ensure relevance and effectiveness.

What platforms does the agent support for scheduling and task management?

Common platforms supported include Google Calendar, Microsoft Outlook for scheduling meetings, and tools like Trello or Asana for task management. The agent works within the user's existing accounts on these services for seamless integration.

How does the agent ensure the new hire follows the onboarding checklist?

The agent tracks checklist progress by monitoring completion confirmations if tasks are managed in linked task systems or via user interaction. It can prompt the new hire through scheduled reminders and report status updates to the user.

Goals are not guaranteed. You receive a daily report and can change or stop the goal at any time.

More in this category

Back to all ›

90 days Hire five people Hire five people for the roles I describe in 90 days: post the jobs, screen every applicant, schedule interviews and keep the pipeline moving. 90 days A report on my desk every Monday Every Monday for 90 days, collect the week's numbers from my tools and send me a one-page report with what changed and why. 60 days Every process documented Document every recurring process in my business as a step-by-step procedure in 60 days and keep the documents updated. 90 days Cut supplier costs by 15% Renegotiate with my suppliers and find alternatives over 90 days to cut my purchasing costs by 15 percent without losing quality. 30 days A clean, living CRM Clean my CRM in 30 days: merge duplicates, fill missing fields, and then update every deal from my inbox every day. 30 days Inbox zero every day Reach inbox zero every working day for 30 days: sort, answer what you can, draft replies for the rest and archive the noise.