As of 13 August 2026, AI can create a 30, 60 and 90-day onboarding plan.

What to actually do

1. Use a tool built for this

   The route this page recommends

2. Do it yourself

   Second choice

   A chat interface, chat-fluent skill, and roughly 30 minutes until you can act on the result.

   How to actually do it

   1. Open the job description, role objectives, relevant team plans and internal onboarding material, then remove unnecessary personal information.
   2. Gather the new starter's role, manager, start date, working arrangement, expected outcomes, key stakeholders, systems, training needs and confirmed probation arrangements.
   3. Paste the information into the prompt and run it in ChatGPT, Claude or Gemini.
   4. Check the drafted milestones against the job description, current team priorities, available training and the manager's actual expectations.
   5. Ask the manager and a relevant HR or people colleague to confirm owners, timings, access requirements, check-ins and any policy-sensitive wording.
   6. Send the approved plan to the new starter and schedule the stated check-ins so progress and changed priorities can be recorded.

   Prompt

   Create a practical 30, 60 and 90-day onboarding plan for this role in a UK organisation.
   
   Role: [job title]
   Department: [department]
   Start date: [start date]
   Reports to: [manager and role]
   Working arrangement: [office, hybrid or remote]
   Probation arrangements: [details, if confirmed]
   Role purpose: [paste summary]
   Key responsibilities: [paste job description or list]
   Expected outcomes: [what success should look like]
   Team and stakeholders: [names or roles, without unnecessary personal data]
   Systems, processes and training: [list]
   Current team or business priorities: [list]
   Relevant company policies or constraints: [paste or summarise]
   
   Produce:
   1. A table covering days 1 to 30, days 31 to 60 and days 61 to 90.
   2. For each phase, list outcomes, specific activities, people to meet, training, evidence of progress, dependencies and a named owner.
   3. Separate essential expectations from useful stretch goals.
   4. Include manager check-ins and questions for the new starter.
   5. Make the milestones realistic for the information supplied. Mark anything that needs confirmation rather than inventing it.
   6. Keep the plan supportive and suitable for sharing with the new starter.
   7. Do not make decisions about pay, disciplinary action, discrimination, reasonable adjustments or employment-law compliance. Flag those issues for the employer or an appropriate HR professional.
   8. Finish with a short list of missing information and five questions the manager should answer before approving the plan.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.

3. Hand it to a person

   The distant third

   A person who owns the outcome does this end to end, worth it when the failure is dear.