Add HR Team skills set — 8 skills for HR managers and hiring teams

New HR Team skills: - hr-candidate-hunter: Agentic LinkedIn sourcing, Boolean search, multi-platform recruiting - hr-job-description-forge: Inclusive, SEO-optimized job descriptions - hr-interview-designer: Structured interviews with scored rubrics - hr-offer-architect: Comp benchmarking and offer design - hr-onboarding-commander: 90-day onboarding plans with remote adaptations - hr-retention-radar: Flight risk detection, stay interviews, retention playbooks - hr-culture-architect: Culture audits, values definition, scaling playbooks - hr-talent-pipeline: Hiring forecasts, employer brand, pipeline metrics README updated: 16 total skills, HR Team overview table, skill details, usage flows for HR scenarios, platform install instructions for all 5 platforms (Claude Code, OpenClaw, OpenCode, TRAE SOLO, Hermes Agent), cross-set integration diagram, updated file structure. Co-Authored-By: Claude Opus 4.7 <noreply@anthropic.com>
2026-04-21 13:14:44 +00:00
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+# HR Onboarding Commander
+**Turn new hires into productive, engaged team members from Day 1.**
+Most companies treat onboarding as paperwork. Great onboarding is a strategic investment that reduces ramp time by 40% and improves 1-year retention by 82%.
+
+## Philosophy
+Onboarding is not a single event — it's a **90-day journey** from stranger to contributor. The goal is threefold:
+1. **Productivity** — How fast can they do meaningful work?
+2. **Belonging** — How fast do they feel like part of the team?
+3. **Retention** — How confident are they this was the right decision?
+
+The model:
+1. **Pre-boarding** — Set up everything before Day 1
+2. **Week 1** — Welcome, orient, and connect
+3. **Week 2-4** — Learn the systems and start contributing
+4. **Month 2-3** — Own work, build relationships, find rhythm
+5. **Day 90 Check-in** — Confirm fit, set trajectory
+
+## Input Required
+- Offer letter details (title, team, manager, start date)
+- Role requirements and first-quarter goals
+- Team structure and key contacts
+- Technical setup requirements (hardware, software, access)
+- Company onboarding materials and policies
+
+## Workflow
+
+### Phase 1: Pre-boarding (Before Day 1)
+```
+Preparation checklist (complete before start date):
+
+Logistics:
+□ Hardware ordered and configured (laptop, monitors, peripherals)
+□ Software licenses provisioned (IDE, Slack, email, calendar)
+□ System access granted (GitHub/GitLab, AWS/GCP, Jira/Linear, docs)
+□ Badge/office access set up
+□ Parking/desk/locker assigned (if applicable)
+□ Email and calendar account created
+
+People:
+□ Manager: Schedule welcome meeting (Day 1, first thing)
+□ Buddy assigned: Peer who helps with day-to-day questions
+□ Mentor assigned (for senior roles): Someone outside direct team
+□ Team notified with start date and brief intro
+□ Cross-functional partners alerted (PM, design, etc.)
+
+Communication:
+□ Welcome email sent (1 week before):
+  "Hi [Name], we're excited to have you start on [date]!
+   Here's what to expect on Day 1:
+   - [Schedule overview]
+   - [Who you'll meet]
+   - [What to bring]
+   - [Where to go / video link]
+   Your onboarding buddy is [Name] ([brief intro]).
+   See you soon! — [Manager Name]"
+
+□ Pre-reading packet sent (3 days before):
+  - Company handbook or culture doc
+  - Team wiki or README
+  - Recent project overviews or RFCs
+  - Org chart
+```
+
+### Phase 2: Week 1 — Welcome & Orient
+```
+Day 1:
+□ Manager welcome (30 min)
+  - "We're thrilled you're here"
+  - Walk through the week's schedule
+  - Answer immediate questions
+
+□ IT setup and access verification (1 hour)
+  - Confirm all accounts work
+  - Test VPN, email, Slack, calendar
+  - Set up development environment
+
+□ Buddy introduction (30 min)
+  - Informal, unstructured
+  - "Ask me anything — no question is too small"
+  - Show them around (office or virtual spaces)
+
+□ Team lunch/coffee (1 hour)
+  - Informal, social, no work talk
+  - Help them learn names and roles
+
+□ Company overview (1-2 hours)
+  - Mission, values, current priorities
+  - Org structure and where their team fits
+  - Recent wins and current challenges
+
+Day 2-3:
+□ Product walkthrough / shadow sessions
+  - See the product in action
+  - Understand the user journey
+  - Learn the business model
+
+□ Meet cross-functional partners
+  - PM, design, data, ops — whoever they'll work with
+  - 15-30 min each, informal introductions
+
+□ First small task (half-day effort)
+  - Something real, not a toy project
+  - Well-scoped, achievable, with clear success criteria
+  - Example: bug fix, small feature, documentation update
+
+Day 4-5:
+□ Architecture/codebase walkthrough
+  - How the system is structured
+  - Where their work will live
+  - Key patterns and conventions
+  - Common pitfalls
+
+□ Process orientation
+  - How the team plans work (sprint, kanban, etc.)
+  - Code review expectations
+  - Deployment process
+  - Communication norms (Slack channels, meetings)
+
+□ Week 1 check-in with manager (30 min)
+  - "How are you feeling?"
+  - "What's clear? What's confusing?"
+  - "Anything you need that you don't have?"
+```
+
+### Phase 3: Week 2-4 — Learn & Contribute
+```
+Learning ramp:
+
+Week 2:
+□ Complete first real feature/task
+  - Scoped for 2-3 days of work
+  - Paired with a teammate for guidance
+  - Code reviewed thoroughly (teaching, not just checking)
+
+□ Read 3-5 recent design docs / RFCs
+  - Understand decision-making history
+  - Learn the team's technical context
+
+□ Attend all regular team meetings
+  - Standup, sprint planning, retro
+  - Observe first, participate gradually
+
+Week 3:
+□ Take on a medium-complexity task
+  - Requires understanding of 2+ systems
+  - Should require asking questions (good sign of engagement)
+  - Aim to ship by end of week
+
+□ 1:1 with skip-level manager (30 min)
+  - Broader company context
+  - Career growth perspective
+
+□ Start documenting what they learn
+  - "What I wish I knew on Day 1" doc
+  - Helps next new hire, shows growth
+
+Week 4:
+□ First independent contribution
+  - Own a task end-to-end: design → implement → test → deploy
+  - Manager available but not driving
+
+□ First month check-in with manager (1 hour)
+  - Review progress against 30-day goals
+  - Discuss what's going well and what's harder than expected
+  - Adjust 60-day goals based on learnings
+  - Ask: "On a scale of 1-10, how glad are you that you joined?"
+  - Target: 8+ (if below, dig into why immediately)
+```
+
+### Phase 4: Month 2-3 — Own & Integrate
+```
+Building ownership:
+
+Month 2:
+□ Own a feature or system area
+  - Not just implementing — designing and proposing
+  - Regular check-ins with manager, not daily oversight
+
+□ Build relationships beyond the team
+  - Cross-functional project participation
+  - Join an interest group or guild
+  - Attend a company social event
+
+□ Give first code/design review to a peer
+  - Sign of integration and confidence
+  - Shows they understand team standards
+
+□ Participate in on-call rotation (if applicable)
+  - Shadow first shift, then own next shift
+  - Build operational understanding
+
+Month 3:
+□ Deliver a significant contribution
+  - Something visible to the team or org
+  - Demonstrates independent value creation
+
+□ Contribute to team process or culture
+  - Propose an improvement
+  - Lead a meeting or retrospective
+  - Share knowledge (tech talk, blog post, demo)
+
+□ Day 90 Review (1-2 hours)
+  Structured conversation:
+  1. "What are you most proud of from your first 90 days?"
+  2. "What's been harder than you expected?"
+  3. "How would you describe your role to a friend?"
+  4. "What do you want to accomplish in the next quarter?"
+  5. "What could we do better for the next new hire?"
+  6. "Would you recommend [Company] to a friend? Why?"
+
+  Manager assessment:
+  - Performance against 90-day goals: [Exceeds / Meets / Below]
+  - Culture integration: [Strong / Good / Needs support]
+  - Growth trajectory: [Ahead / On track / Needs adjustment]
+  - Retention risk: [Low / Medium / High — if medium/high, action plan]
+```
+
+### Phase 5: Remote Onboarding Adaptations
+```
+For remote/hybrid hires, add these to the standard plan:
+
+Communication over-investment:
+- Daily 15-min video check-in with buddy (first 2 weeks)
+- Manager 1:1 frequency doubled (2x/week for first month)
+- All meetings have video on by default
+- Slack "watercooler" channel for informal chat
+- Virtual lunch pairings with team members
+
+Documentation over-investment:
+- Everything written down (decisions, context, how-tos)
+- Video recordings of all walkthroughs
+- Async-first culture explanation
+- "How we communicate" guide (which channel for what)
+
+Inclusion over-investment:
+- Ship a welcome package to their home (swag, snacks, note)
+- Schedule virtual coffee with 5+ people in first 2 weeks
+- Invite to all optional meetings (give choice to decline)
+- Create a "remote buddy" who specifically helps with remote issues
+- Plan first in-person gathering within first 3 months (if possible)
+```
+
+## Onboarding Failure Patterns
+```
+Watch for these warning signs:
+
+Week 1 red flags:
+- New hire is silent in meetings and Slack
+- Hasn't shipped anything (even small) by end of week 1
+- Expresses surprise about role expectations ("I didn't know I'd be...")
+- Manager hasn't had a 1:1 yet
+
+Month 1 red flags:
+- Still asking basic setup questions ("how do I access...")
+- No independent contributions
+- Avoiding team interactions
+- Manager hasn't adjusted goals based on ramp speed
+
+Month 2 red flags:
+- Not owning any work independently
+- Negative comments about company or team
+- Absent from optional team activities
+- "Glad I joined" score below 7
+
+Response protocol:
+- Immediate manager conversation
+- Identify root cause (unclear expectations, bad fit, support gap)
+- Create a targeted improvement plan
+- Set a 2-week follow-up
+- If unresolved at follow-up, escalate to HR and hiring manager
+```
+
+## Integration with Other Skills
+- **hr-candidate-hunter**: Candidate data feeds into personalized onboarding
+- **hr-interview-designer**: Interview insights inform 90-day goal setting
+- **hr-offer-architect**: Offer details set onboarding expectations
+- **hr-retention-radar**: Day 90 data feeds into retention analytics
+
+## Files
+- `memory/hr/onboarding-[employee]-[date].md` — Individual onboarding plan
+- `memory/hr/onboarding-template-[role].md` — Role-specific onboarding templates
+- `memory/hr/onboarding-feedback.md` — New hire feedback collection
+- `memory/hr/90-day-review-[employee].md` — 90-day review documentation