Pre-boarding (Day-0) Workflow

The problem this kills

A great candidate accepts. Then the clock starts ticking, and the prep work scatters across email threads, a shared spreadsheet, and three people's memories. Order the laptop. Request the accounts. Pre-fill the paperwork. Book the day-one calendar. Most of it gets done, most of the time. But equipment can take weeks, accounts get requested too late, and every now and then a brand-new employee shows up on Monday to a desk with no computer and a badge that doesn't work.

The real enemy is lead time. The work isn't hard, but it has to start early and finish in the right order, and nothing tells you when a task is about to miss the start date. So coordinators end up hand-checking everything in the final, frantic days.

What you'll build

A simple web app that takes an accepted offer and does the boring, high-stakes prep for you: it generates the right pre-boarding tasks with lead-time due dates, lets a coordinator approve the list per hire, dispatches and tracks each task to ready, flags anything that can't finish in time, and captures a final day-one ready sign-off before the start date. When you need to hand provisioning requests to IT or your HRIS, it exports a clean CSV in exactly the columns they expect.

What's inside the Implementation Plan

The plan is a single file you paste into an AI coding agent. It builds the whole tool step by step, and each step ends with a ready-to-copy prompt.

Before it builds anything, the plan interviews you about your business: how pre-boarding works today, which systems and spreadsheets you use, your real task templates and lead times, who owns what, and the messy exceptions like start-date changes. Then it reads back a short tailored spec and waits for your thumbs-up. You get a tool shaped around how you actually onboard people, not a generic template you have to bend to fit.

Inside, you'll find the discovery interview, the data model, the approval and tracking screens, lead-time warnings, the day-one ready check, login and security, and the CSV-export fallback so it works even if you can't connect to your IT system yet.

The governance it includes (this is the point)

This isn't a toy. The plan builds in the controls that make a tool safe to run on real new-hire data:

• Login so only your team can use it.
• Row-level security so people only ever see their own organization's hires.
• A complete audit trail of who did what, and when.
• A human approval gate before anything is dispatched to a system of record: the tool drafts the task list and provisioning requests, a coordinator reviews and approves, and only then does it commit.
• Duplicate guards so the same hire-plus-task can't be processed twice.
• PII protection for sensitive new-hire details, kept access-controlled.

Who it's for

People-ops and IT coordinators who scramble in the final days before a start date and want every new hire's first day to just work. No coding background needed.

You've got this. Paste the first prompt and let the agent interview you.