Onboarding Templates and Checklists: 32 Free Examples
Training & Learning

Onboarding Templates and Checklists: 32 Free Examples

Updated on

October 6, 2026

A new hire's first weeks shape how quickly they get up to speed, how connected they feel to the team, and whether they decide to stay. Yet onboarding is often pieced together at the last minute, with a different experience for every manager and every new starter.

That's where onboarding templates and checklists help. They give you a proven structure for the essentials, such as paperwork, tools, introductions, training, and check-ins, so nothing important slips through the cracks. They also leave you free to focus on the parts that make onboarding work: what's specific to your company, your culture, and each new hire's role.

There's no one-size-fits-all onboarding plan, so we've rounded up our favorite onboarding templates and checklists from around the web. They cover general employee onboarding, managers, sales teams, developers, IT setup, remote employees, and company culture.

Use them as a starting point, then tailor them to your organization. You can also download our own onboarding checklist below.

3 key takeaways

  • Onboarding templates give you structure, not a script. Use them to cover the essentials consistently, then tailor the details to your company culture and each new hire's role.
  • Different roles need different onboarding. Managers, salespeople, developers, and remote employees each face unique challenges, so adapt your template to what each new hire needs to succeed.
  • Great onboarding lasts longer than the first week. Plan for at least the first 90 days, with regular check-ins, clear goals, and support from managers, buddies, and peers.

The Onboarding Playbook we swear by

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General employee onboarding templates

Onboarding should be tailored to each new hire, but there are some universal elements.
For the most part, every onboarding program should:

  • Kick-off with an exciting preboarding process to get new hires excited about their first day
  • Introduce new hires to key coworkers and stakeholders
  • Familiarize new hires with your company’s culture, tools, and processes
  • Provide necessary training for the new hire to do their job
  • Include regular feedback and check-ins between the new hire and onboarder
  • Establish personal goals and OKRs
  • Guide employees through their first 90 days, minimum

At 360Learning, for example, each new hire’s onboarding is built around a standard outline of key goals and checkpoints. At the same time, we leave room to tailor the process for each new hire and give them the flexibility to shape their own learning process. You can learn more about how we structure onboarding at 360Learning in our ebook, here.

This is a snippet of our onboarding process template for each new hire. It helps us ensure all incoming employees get a full introduction to 360Learning’s core tenets, but leaves wiggle room for onboarding managers to customize:

Onboarding overview

Whether you’re building an onboarding program for the first time or giving it a refresh, use these general onboarding templates to get a feel for the structure and essential elements of onboarding, whether it’s getting ahead of new hire paperwork or a welcome email.

“Not everyone’s situation is the same, and your onboarding process needs to reflect that.” – Raphaël Moutard, senior engineer at Spendesk

Onboarding plan templates for managers

The average manager gets their first leadership training at the age of 42, about a decade after becoming a manager. We’ve written about how manager training is undervalued and ineffective, and manager onboarding is no exception.

Onboarding managers is important for two major reasons: First, management requires a strong set of soft skills that may not have been needed or refined in the manager’s previous role. Second, their performance has a compounding impact. They organize teams and projects, set communication standards, and have a high impact on employee satisfaction and engagement.

For example, we highly value continuous feedback and conduct performance reviews for each of our employees, starting at onboarding. We document and lay out the process on Trello to ensure new hires, especially coaches (managers), understand how performance reviews are done at 360Learning:

performance review

Check out the following manager onboarding templates and new hire checklists to get an overview of essential concepts for incoming managers.

Onboarding training templates for sales teams

Sales teams have very unique cultures and, accordingly, unique training needs.

One of the biggest challenges of onboarding salespeople—from new reps to account executives—is providing a 360-degree view of the company. There are many onboarding tasks for sales reps—they need to be trained on product (features and use cases), marketing (pitches and messaging), leadership (company mission and strategy), and, of course, sales (emails, calls, and other enablement tactics).

The roadmap for each new hire on our sales team’s onboarding process looks a little different, but we have a standard track to ensure nobody falls behind:

sales onboarding rampup

We use peer learning to leverage institutional knowledge from team members throughout the company. During onboarding and beyond, new hires and existing employees develop a healthy exchange of information, which helps us identify skill gaps and iterate courses in real time.

“The best thing that you can do for the business and for the [sales] rep is to limit the amount of time they spend struggling in role.” – Michael Hoy, acting managing director EMEA at Pendo.io

Onboarding new employees can be incredibly time-consuming and repetitive for sales leaders, so we blend asynchronous training activities, social learning, and individual coaching to give new hires a well-rounded, cost-efficient onboarding experience. Use these templates and checklists to help design your own sales onboarding process:

Onboarding templates for developers

During onboarding, developers need to learn architectures and codebases—made more difficult by whacky legacy codes and poor process documentation—on top of the universal challenges of a new job.

Developer onboarding, especially in a startup work environment, is all about accelerating time to performance. For some, the best answer is a steady ramp-up period, while others prefer throwing new devs into the deep end. Regardless of the pace of your onboarding process, keep devs on track by focusing on team in addition to tech.

At 360Learning, collaboration is central to even our most technical roles. According to research from Learning Solutions Magazine, 50–80% of workplace learning happens through informal peer-to-peer exchanges, which is why we built our business around collaborative learning. Devs, like all roles, have regular touchpoints and continuous feedback with coaches to identify personal goals and OKRs. Finally, each new hire is given an onboarding buddy outside of their team in addition to role-specific course tracks to ensure a thorough, supportive, and collaborative onboarding experience.

why a buddy

More resources on how other companies approach developer onboarding:

Templates to manage IT during onboarding

New hires often experience friction while getting the hang of tools and software they must use to do their jobs. Prepare tech and provide regular support during onboarding to avoid headaches and wasted time.

Lessen the tech burden on new employees by setting up user profiles—email, communication and productivity tools, learning platforms, and other software—in advance. Organization is key: Use calendar invites to streamline the entire onboarding process and an organization tool like Trello to help onboarding managers and new hires stay on track during onboarding.

Trello helps us break the complex onboarding process into smaller, more manageable tasks. It also allows us to assign tasks to different team members and keep them accountable:

onboarding tasks

Here are a few onboarding templates and checklists to get a handle on IT for onboarding:

Onboarding templates for remote employees

Developing a great onboarding process is already a challenge. Moving that process behind a screen is another altogether.

The goals of onboarding stay true even when remote; achieving those goals just requires new tactics. Even from home, new hires should be immersed in company culture and community during onboarding, developing those channels of learning and support. The major difference is that there are fewer spontaneous opportunities: Without valuable watercooler chats, especially for new hires trying to get the lay of the land, you have to facilitate collaboration virtually.

On our blog, you’ll find 6 Steps to a Great Remote Onboarding Process – and What to Avoid. Use those strategies along with the following onboarding templates and checklists to build your own remote onboarding process.

Onboarding checklists to foster cultures of learning

Onboarding is a valuable time to show—not just tell—new employees the ins and outs of your company’s culture and values.

At 360Learning, for example, we bake our culture of collaborative learning into everything we do from day one. We encourage new hires to embrace peer training and asynchronous work because it’s how we find success. This initiation isn’t always straightforward: Different organizations thrive on different cultures, so it’s not unusual for new hires to experience an adjustment period. Nevertheless, we use the onboarding period to set expectations and instill good habits to help new hires succeed at our company in the long run.

There’s also, of course, a specific course about our culture, Convexity, included in day one of our onboarding:

onboarding course on our culture

Take time to align your onboarding process with your company’s unique culture. Use these resources to get started:

Build an onboarding plan that's uniquely yours

The templates and checklists above give you a head start, but the best onboarding programs don't stop there. Use them to cover the essentials consistently, then adapt them to what makes your organization and each role unique.

As you build or refresh your onboarding plan:

  • Start with a core template that every new hire follows, covering preboarding, introductions, tools, culture, and the first 90 days.
  • Add role-specific tracks for managers, sales, developers, and other teams with distinct needs.
  • Involve your experts. Colleagues who already do the job are often the best people to teach it, whether through buddy programs, peer learning, or courses they create themselves.
  • Ask new hires for feedback, and use it to improve onboarding for the next group.
  • Track the results. Measures like time to productivity, new-hire satisfaction, and early retention show what's working, and they help you secure budget and executive buy-in for your program.

Need more help with designing a great onboarding program? Download The Onboarding Playbook we swear by, or get your free demo to see our platform in action:

Discover the learning platform powered by collaborative learning.

  • A 15-minute discussion with an expert

  • 100% tailored to your needs - with ❤️

  • No commitment. Free as can be.

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Onboarding templates FAQs

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