Plan a new hire's first 30 days

Plan the first 30 days for a new hire.

Structure by checkpoint, and **define what they can do alone at each**:

**Day 1** — access, one person to ask anything, one small thing completed. *Finishing something on day one matters more than any orientation.*
**Week 1** — the mental model of what the team does. Who does what. One real task, small and reversible.
**Week 2** — a task that touches the main workflow, with review. What they should now be able to do without asking.
**Week 4** — owning something end to end.

Per checkpoint:
- What to hand over, and what to hold back until later
- Who they work with
- What "on track" looks like, so a struggling hire is noticed in week two rather than month three

Then:
- **What to deliberately NOT give them in week one.** Most onboarding fails by volume, not by gaps.
- The three things that are only in people's heads, with who should tell them.
- The first task they should not be given, and why.
- Questions to ask them at day 7 and day 30 — about the onboarding, not about performance.

Rules:
- Work from my team situation. *Do not produce a generic onboarding checklist.*
- Where I did not tell you something, mark it as a question rather than assuming a process exists.
- Note anything needing preparation before day one.