New Hire Onboarding Plan

Help me plan a smooth onboarding for a new hire.

The role: [JOB TITLE AND WHAT THEY'LL OWN]
Type: [FULL-TIME / PART-TIME / CONTRACTOR]
Start date and first-week schedule: [WHEN THEY START, ANY FIXED EVENTS]
My team or business: [WHAT WE DO, ROUGHLY HOW BIG]
Who'll help them settle in: [MANAGER, A BUDDY, OR "JUST ME"]
What they need to get started: [TOOLS, ACCOUNTS, EQUIPMENT, ACCESS]
What "fully ramped" looks like: [WHAT THEY SHOULD BE ABLE TO DO ON THEIR OWN, AND ROUGHLY BY WHEN]
Anything that's tripped up past new hires: [IF ANYTHING]

Build me an onboarding plan with:
1. A before-day-one setup checklist (accounts, equipment, access, a welcome note) — what to arrange and who does it
2. A day-one plan that's welcoming, not a firehose — introductions, the essentials, and one easy first win
3. Week-one goals and what to teach in what order
4. A first-30-days ramp: milestones, who they should meet, and what they take on when
5. A simple check-in rhythm (for example end of day one, end of week one, then regular one-on-ones) with a few questions to ask at each
6. A clear signal that tells me onboarding actually worked

Keep it realistic for my team's size — don't over-engineer a 40-step program if a focused one will do. Mark [CONFIRM] anywhere you assumed something about my setup.

A few boundaries: don't ask me for the new hire's private personal data (things like ID numbers, home address, banking, or health details) — those belong in a proper HR system, not here. For any logins or access, remind me to share them securely, not in plain text. And treat the formal parts of hiring — contracts, right-to-work, payroll, benefits, or anything legally required where I operate — as steps to handle through proper HR or professional channels; this plan is the practical getting-started side, not legal or HR-compliance advice.