How to onboard a new hire on Starch

Onboarding a new hire is the first real test of whether your company runs on systems or on your memory. Done well, a new employee is productive inside their first two weeks — they know what's expected, where information lives, who to ask, and what they're supposed to accomplish in their first 30, 60, and 90 days. Done poorly, they spend their first month interrupting you for answers you've already answered, and you spend your first month resenting the hire you fought to make. What this workflow looks like in practice varies — a first operations hire at a services firm needs something different than a sales rep at a software company or a warehouse manager at a product business — but the core problem is the same everywhere: getting someone from zero context to contributing without the process living entirely in the founder's head. On Starch, the result looks like this: a new hire opens their first week to a structured onboarding path in your company wiki, receives an automated welcome sequence with the right context at the right time, has a 30-60-90 plan in their task view with clear priorities, and you have a calendar of check-ins already booked — without you manually coordinating any of it after the first setup.