Your new hire starts Monday.
What are you going to show them?
Be honest. Is there actually a documented plan for their first week? Do they know who to talk to about what? Is there a guide to how things actually work around here - not the org chart version, the real version?
Or is the plan basically "sit next to Priya and ask her everything"?
Priya is lovely. But she's also got her own job to do. And your new hire deserves better than "just ask around."
Week one without documentation
Monday: The scavenger hunt
'Where do I find the passwords?' 'Who handles invoices?' 'Is there a process for this?' Every question goes to a different person.
Wednesday: The guilt spiral
They feel like a burden. Their buddy is clearly busy. They stop asking questions and start guessing. Some of those guesses will be wrong.
Friday: The silent doubt
'Is it always like this?' They're questioning whether they made the right choice. And you're wondering why new hires keep taking so long to 'get up to speed.'
Creating the documentation that should have existed
You know the answers to all the onboarding questions. You just haven't written them down. Good news: you don't have to write. Just talk.
The difference documentation makes
- ✕New hire asks 30+ questions in the first week
- ✕Three team members lose hours answering the same things
- ✕New person takes 4-6 weeks to feel competent
- ✕They miss unwritten rules and make avoidable mistakes
- ✕The next new hire goes through exactly the same experience
- ✓New hire has a day-by-day plan for their first week
- ✓Key contacts, systems, and processes are all in one place
- ✓They know the unwritten rules before they break them
- ✓Feeling productive and confident within 2 weeks
- ✓The guide gets reused and improved for every new starter
Why talking to Projan works
You know more than you think
You've answered every onboarding question before
Projan just helps you get those answers out of your head
Conversation is faster than staring at a blank document
It asks what you'd forget
System access, unwritten rules, emergency contacts
The things that seem obvious to you but aren't
Edge cases like 'what if the director is travelling'
Reusable, not disposable
The guide works for the next hire too
Export to Google Docs, Notion, or wherever you store things
Update it by having another quick conversation
Your new starter deserves a plan, not a prayer
It takes about 30 minutes to create an onboarding guide that will save your team hours of repeated explanations. And your new hire will actually feel welcome.
Free during beta. 50% off for life for early users.