New Hire Knowledge Ramp (Onboarding)

New Hire Knowledge Ramp (Onboarding)

1. 01

   Map the role's first 30 days to the five questions the hire will ask most often

   Pull the last three months of Slack questions from the departing or adjacent role and cluster them. Those clusters become the reading list, not the org chart.

2. 02

   Assign a named knowledge owner per cluster before day one

   One person per cluster, not a team alias. A wiki page with no owner is a page nobody updates, and the new hire learns to distrust the whole system within a week.

3. 03

   Seed the base with the client-facing artifacts, not the internal ones

   Retainer scopes, delivery timelines, brand guidelines, and escalation paths get read in week one. Internal process docs get read in month two, if ever.

4. 04

   Run a live retrieval test with the hire on day three

   Ask them to answer three real client questions using only the knowledge base. Every dead end they hit is a gap to close that afternoon, while the context is still fresh.

5. 05

   Wire the base into the tools the hire already lives in

   Slack-first surfaces such as Tettra's Kai bot or Slab's unified search across Slack and Google cut the number of tabs a new account coordinator has to learn. Adoption follows the tool they already have open.

6. 06

   Log every unanswered question in a running gap register for the first 60 days

   Review the register at day 30 and day 60. The pattern of gaps tells you whether the problem is missing content or content nobody can find.

7. 07

   Hand the gap register to the knowledge owner at the end of onboarding

   Onboarding ends when the hire stops generating new gaps, not when the calendar hits day 30. The register is the handoff artifact.