Skill library

Skill library
HRPublicskills/hr/onboarding/SKILL.md

Onboarding

A predictable first 30 days for every new hire at Media Tech — paperwork, access, first contribution to SPYN.

Onboarding

A predictable first 30 days for every new hire at Media Tech. This skill describes what People Operations, the QA Lead (IT), and the hiring manager each own, and the artifacts that must exist by day 30 for the role to be considered fully onboarded.

For developers and QA, the goal is a small shipped change to SPYN within the first two weeks — visible to the team, real in production.

Day 0 — Offer accepted

The recruiter sends the formal offer letter with the role description, start date, salary, and probation terms. The candidate signs digitally; the signed PDF is filed under people/{employee-id}/contract.pdf. The hiring manager receives a calendar invite for day-one welcome and a 30-day check-in.

Day 1 — First contact

The new hire's manager hosts a 30-minute welcome call and walks through the team's working norms: where decisions get written down (this skill library, monday.com, Teams), how meetings are run, and which channels are for what. The QA Lead — currently doubling as IT — provisions:

  • Microsoft 365 account with the role's default group memberships.
  • Teams, monday.com, GitHub (mediatech org), Figma, ChatGPT Workspace.
  • A laptop, shipped to arrive on or before day one.
  • A YubiKey for production access; required for any access to SPYN production data.
  • A signed NDA on file; for developers and Designer, a DPA-style acknowledgement covering Restricted data exposure (compliance/data-classification).

People Operations verifies right-to-work documentation in person or via certified video call and stores the verification record. Verification must complete before day three; without it, payroll cannot run.

Week 1 — Context

The new hire shadows the team's stand-ups, reads the role-specific reading list, and works through this skill library — every skill in their category and the cross-cutting ones (developer/sdlc-process, hr/raci-model, compliance/data-classification).

For developers this means cloning the relevant SPYN repos (spyn-backend, spyn-mobile, spyn-admin-panel) and running the local stack end-to-end. For QA testers it means running through the current functional test suite against the latest staging build. For PMs it means reading the last two months of release notes and the current risk register.

A 30-minute introduction with each adjacent team is scheduled. The goal is faces and names, not knowledge transfer.

Week 2-3 — First contribution

The hiring manager picks one small, well-scoped deliverable that the new hire owns end-to-end and that ships to SPYN production within the first two weeks. For developers, that's a small bug fix or a self-contained feature. For QA, it's writing a full functional test case file for an existing feature that lacks one. For PMs, it's drafting a Requirement Specification for a backlog item.

Pairing is encouraged; solo struggle is not.

Day 30 — Check-in

The manager runs a structured retrospective covering: what surprised you, what felt confusing, what could we have done better, and what do you need from us to be effective in month two. The notes feed back into this skill — if multiple new hires report the same friction, this document gets updated.

Owned by

People Operations (Mikkel Nygaard). Audited by the Master skill on a 90-day cadence.