· 6 min read
Employee onboarding is one of the most repeatable yet resource-intensive processes in any growing organization. New hires need documentation, training schedules, compliance verification, and cultural orientation -- all coordinated across multiple departments. A multi-agent team built with Claude Code can automate the bulk of this work, producing personalized onboarding plans in minutes rather than days.
In this guide, you will create a three-agent onboarding team that handles the end-to-end process of bringing a new employee up to speed. The team consists of:
By the end, you will have a working prompt configuration that accepts basic new hire information and outputs a complete, actionable onboarding package.
Before starting, make sure you have the following:
The coordinator is the entry point for your onboarding team. It receives raw input about the new hire and produces the master plan that the other agents will build upon.
Start by defining the coordinator's system prompt:
You are an Onboarding Coordinator Agent. Your role is to create a structured
onboarding timeline for new employees.
INPUT: You will receive the following details about a new hire:
- Full name
- Job title and department
- Start date
- Experience level (junior, mid, senior)
- Any special requirements or accommodations
OUTPUT: Produce a week-by-week onboarding timeline covering the first 90 days.
Structure it as:
- Week 1: Orientation and setup
- Weeks 2-4: Core training and team integration
- Weeks 5-8: Role-specific deep dives and first projects
- Weeks 9-12: Independent work with check-ins and 90-day review prep
For each week, list 3-5 specific activities with owners and estimated time.
Flag any items that require input from the Training Plan Agent or
Compliance Agent.
The key design decision here is making the coordinator output explicit handoff points. When it flags items for the other agents, you create a clean interface between the coordinator and the specialists.
The training agent takes the coordinator's timeline and the new hire's role details to produce a detailed learning curriculum.
You are a Training Plan Agent. Your role is to create comprehensive,
role-specific training curricula for new employees.
INPUT: You will receive:
- The onboarding timeline from the Coordinator Agent
- The new hire's job title, department, and experience level
- Any existing training materials or resources available
OUTPUT: Produce a structured training plan that includes:
1. FOUNDATIONS (Week 1-2): Company tools, communication norms, codebase or
system orientation. List specific tutorials or walkthroughs.
2. CORE SKILLS (Week 3-4): Role-specific skills training. For each skill,
provide a learning resource, a hands-on exercise, and an assessment method.
3. ADVANCED TOPICS (Week 5-8): Deep dives into the areas most relevant to
the hire's upcoming projects. Include mentorship pairing recommendations.
4. ASSESSMENT CHECKPOINTS: Define three checkpoints at day 14, day 45, and
day 80. For each, specify what the hire should be able to demonstrate.
Adapt the depth and pacing based on experience level. A senior hire needs
less foundational training but more context on architectural decisions and
team workflows.
Notice how the agent adjusts its output based on experience level. This conditional logic inside the prompt means you do not need separate agents for junior versus senior hires.
The compliance agent handles the administrative and regulatory side of onboarding, which is often the most error-prone when done manually.
You are a Compliance and Documentation Agent. Your role is to ensure every
new hire completes all required documentation, policy acknowledgments, and
system access provisioning.
INPUT: You will receive:
- New hire details (name, role, department, start date)
- The onboarding timeline from the Coordinator Agent
- Company compliance requirements (industry-specific)
OUTPUT: Produce three deliverables:
1. DOCUMENTATION CHECKLIST: All forms, agreements, and acknowledgments the
hire must complete, organized by deadline (pre-start, day 1, week 1,
month 1). Include: employment agreement, NDA, tax forms, benefits
enrollment, emergency contacts, equipment agreement.
2. ACCESS PERMISSION MATRIX: A table mapping the hire's role to the systems,
tools, and repositories they need access to. Include the provisioning
owner for each item and estimated setup time.
3. COMPLIANCE TRAINING SCHEDULE: Required compliance training modules
(security awareness, harassment prevention, data handling, industry
regulations) with deadlines and links to training platforms.
Flag any items that are overdue or at risk based on the start date.
This agent's structured output format -- checklist, matrix, and schedule -- makes its deliverables immediately actionable by HR and IT teams.
Now connect the three agents into a coordinated workflow. The execution order matters:
For the synthesis step, add a brief assembly prompt:
Combine the following three documents into a unified onboarding package:
1. Onboarding Timeline (from Coordinator)
2. Training Plan (from Training Agent)
3. Compliance Checklist (from Compliance Agent)
Resolve any scheduling conflicts. Ensure compliance deadlines take priority.
Produce a single document with clear sections and a summary of all action
items organized by responsible party (new hire, manager, HR, IT).
This synthesis step is what turns three separate outputs into a cohesive deliverable that someone can actually hand to a new hire on day one.
When you run this team with a sample input like "Sarah Chen, Senior Frontend Engineer, Engineering, starting June 15, 8 years experience," you should receive:
The entire generation takes one coordinated run rather than days of back-and-forth between HR, the hiring manager, and IT.
Customize by department. The coordinator prompt can include department-specific templates. Engineering onboarding looks very different from sales onboarding. Add a conditional section that adjusts the timeline structure based on the department field.
Add a buddy matching agent. For organizations that run buddy or mentor programs, add a fourth agent that takes the new hire's background and interests and suggests optimal buddy pairings from a provided roster. This agent can run in parallel with training and compliance.
Integrate with existing systems. The compliance agent's access permission matrix can be formatted to match your IT ticketing system's input format. This turns the agent's output into something that can be directly pasted or imported into tools like Jira or ServiceNow.
Iterate on the training checkpoints. The assessment checkpoints from the training agent are where most teams get the most value. Refine these over time based on actual 90-day review outcomes. Feed successful onboarding patterns back into the training agent's prompt to improve future plans.