Onboarding
Onboarding is the simplest way to start with Admire. A role already defines the skills expected of the job, so a new hire’s onboarding is just working through that list: each required skill is a thing to learn, demonstrate, and check off. No separate onboarding tool to build, the expectations you set once become every new hire’s checklist.
Set it up
Section titled “Set it up”-
Define the role and its required skills.
Make sure the role the person is joining lists the skills expected of it, marked required. This is the checklist every new hire in that role inherits. Your AI can draft these, or import ready-made ones from the Skills Vault. See Skills overview.
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Add the person and assign a coach.
Add them into the role so they inherit its required skills, then set yourself (or their buddy) as their coach. The relationship is what grants coaching access and powers the one-click shortcuts you’ll use all through onboarding.
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Give them the “how,” not just the “what.”
Where a required skill has a playbook, the new hire has a written guide to how your organization does it. Playbooks turn the checklist from a list of expectations into a self-serve learning path.
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Take a baseline, then track progression.
In an early Meeting, record where they’re starting on a few skills. From then on, every observation moves their skills toward mastery, and the mastery progression chart on their profile tracks how many they’ve reached, so both of you can see onboarding advancing rather than guessing at it.
Let the hire own their checklist
Section titled “Let the hire own their checklist”Onboarding works best when the new hire can see their own targets. Invite them so they can sign in and see their own required skills on their profile, and let them practice on their own with AI self-coaching before you sit down together. They arrive at each 1:1 having already closed the gaps they could close alone.
Make the weekly rhythm concrete with 1:1 Meetings, and once they’re established, plan their growth with career planning.