team-onboarding-playbook
Design a structured onboarding experience that gets new team members productive in 30, 60, and 90 days. Use when a new hire is joining, when contractors or agency partners need to ramp up, when an existing team is restructuring and members are switching focus, or when current onboarding feels chaotic and slow. Also triggers when one person owns all the tribal knowledge and you need to capture it, when you keep losing people in their first 90 days, or when a new project has many fresh members joining at once. Useful for engineering, design, product, marketing, and operations roles.
60
70%
Does it follow best practices?
Impact
—
No eval scenarios have been run
Passed
No known issues
Optimize this skill with Tessl
npx tessl skill review --optimize ./skills/team-onboarding-playbook/SKILL.mdQuality
Discovery
89%Based on the skill's description, can an agent find and select it at the right time? Clear, specific descriptions lead to better discovery.
This description excels at trigger term coverage and completeness, providing extensive 'when to use' guidance with many realistic scenarios. Its main weakness is that the 'what' portion is somewhat high-level—it describes the outcome (structured onboarding experience) but doesn't enumerate specific concrete actions or deliverables. The description also uses second person ('you need to capture it') which slightly detracts from the expected third-person voice.
Suggestions
Add more specific concrete actions/deliverables, e.g., 'Creates onboarding checklists, knowledge transfer documents, milestone goals, mentorship pairing plans, and progress review templates' to improve specificity.
Rewrite second-person phrases like 'you need to capture it' and 'you keep losing people' to third person (e.g., 'when one person owns all tribal knowledge and it needs to be captured') to maintain consistent voice.
| Dimension | Reasoning | Score |
|---|---|---|
Specificity | It names the domain (onboarding) and mentions a structured 30/60/90 day experience, but the concrete actions are limited to 'design a structured onboarding experience' without listing specific deliverables like checklists, knowledge base templates, mentorship plans, or milestone tracking. | 2 / 3 |
Completeness | Clearly answers both 'what' (design a structured onboarding experience with 30/60/90 day milestones) and 'when' with extensive explicit trigger scenarios including new hires, contractors, restructuring, chaotic onboarding, tribal knowledge capture, retention issues, and new project staffing. | 3 / 3 |
Trigger Term Quality | Excellent coverage of natural trigger terms: 'new hire', 'onboarding', 'ramp up', 'contractors', 'agency partners', 'restructuring', 'tribal knowledge', 'first 90 days', 'new project'. These are phrases users would naturally use when seeking onboarding help. | 3 / 3 |
Distinctiveness Conflict Risk | The focus on onboarding specifically with 30/60/90 day structure, combined with very specific trigger scenarios like tribal knowledge capture and first-90-day retention, creates a clear niche that is unlikely to conflict with other skills like general HR, project management, or documentation skills. | 3 / 3 |
Total | 11 / 12 Passed |
Implementation
50%Reviews the quality of instructions and guidance provided to agents. Good implementation is clear, handles edge cases, and produces reliable results.
This is a well-structured onboarding framework skill with good organization and role-specific guidance, but it falls short on actionability—it describes what to produce without showing concrete examples of the deliverables. The content is moderately verbose with some motivational/explanatory text that doesn't add instructional value. The workflow is clear but lacks validation checkpoints between major milestones.
Suggestions
Add concrete examples of at least 2-3 deliverables (e.g., a sample pre-day-1 checklist, a sample day-1 schedule, a retrospective template) so Claude can produce copy-paste-ready outputs rather than generic advice.
Trim explanatory/motivational sentences like 'Get this right and everything else accelerates' and 'contribution is how ramping happens'—Claude doesn't need persuasion, just instructions.
Add validation checkpoints to the workflow, such as 'Verify all accounts work by having the new hire log in on day 1' and 'At the week-1 check-in, confirm the reading list was appropriate in scope.'
Move role-specific overlays and failure patterns into separate reference files to reduce the main SKILL.md length and improve progressive disclosure.
| Dimension | Reasoning | Score |
|---|---|---|
Conciseness | The content is well-organized but verbose for an instruction-only skill. Sections like 'When to use' and 'When NOT to use' largely repeat what Claude can infer. The Layer descriptions include motivational/explanatory text ('The first week is mostly about belonging, not productivity. Get this right and everything else accelerates.') that doesn't add actionable value. The failure patterns section is useful but could be more compact. | 2 / 3 |
Actionability | The skill provides structured guidance with role-specific overlays and concrete milestones, which is good. However, it remains at the level of general advice rather than truly executable templates—there are no actual checklist templates, no example welcome messages, no sample day-1 schedules, and no retrospective template content. The output format lists deliverables but doesn't show what they look like. | 2 / 3 |
Workflow Clarity | The 9-step workflow is clearly sequenced and logical. However, it lacks validation checkpoints—there's no explicit step to verify accounts are actually working, no checkpoint to confirm the buddy understands their role, and no mechanism to catch problems between the formal 30/60/90 reviews. The daily/weekly check-ins are mentioned but not structured with what to check for. | 2 / 3 |
Progressive Disclosure | The skill references one external file (references/onboarding-checklist.md) which is appropriate, but the bundle shows no files were actually provided. The main SKILL.md is quite long (~200+ lines) and could benefit from splitting the role-specific overlays and failure patterns into separate reference files. The structure within the file is good with clear headers, but the content is monolithic. | 2 / 3 |
Total | 8 / 12 Passed |
Validation
90%Checks the skill against the spec for correct structure and formatting. All validation checks must pass before discovery and implementation can be scored.
Validation — 10 / 11 Passed
Validation for skill structure
| Criteria | Description | Result |
|---|---|---|
frontmatter_unknown_keys | Unknown frontmatter key(s) found; consider removing or moving to metadata | Warning |
Total | 10 / 11 Passed | |
- Repository
- rampstackco/claude-skills
- Commit
8e70d03
- Reviewed
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