Complete AI Training
Sign inGet my AI kit

Your job's AI kit

Get your AI kit

Tell us who you are and what you do. We show you your kit right away and email you the link: skills, prompts, AI agents, MCP servers and courses for your job.

500+ jobs ready, and we make a kit for any other job. No payment needed to look.

Share

AI agent for manager of human resources

Onboarding 30-60-90 Check-In Agent

Catch early new hire problems and confirm they improve within a few weeks

People and hiringRisk managementExecutives and strategyHuman resources
See how it worksGet access
Onboarding 30-60-90 Check-In Agent: what goes in, what the agent does and what you get

What it does

By day 45 nobody has asked a new hire how it is going. This agent schedules check-ins for every new hire at 30, 60 and 90 days and sends short surveys to the hire and the manager. It reads the answers for risk signals, such as unclear goals, missing tools, no buddy or a low sense of belonging. If a risk shows, it opens a task for HR with the specific issue and re-checks two weeks later to see whether the answers improved. It keeps a status view per hire and per manager so late surveys are chased. The HR leader approves any intervention before it reaches the manager or hire. Edge case: if the hire and manager answers disagree strongly, it flags both for a private HR conversation.

How it works

Follow the arrows from top to bottom. The orange dashed arrow is the loop: when a check fails, the agent goes back and tries again.

Start and resultWhat it doesA check on its own workWaits for your OKGoes back and retries
Yes, continueYes, continueApprovedYes, continueNoNoNo 1 STARTS WHEN New hire starts 2 DOES Schedule the 30, 60 and 90 day check-ins 3 USES A TOOL Send surveys to the hire and manager 4 CHECKS THE RESULT Were both surveys returned within 5 days? If not: Send a reminder and tell the HR contact if stillmissing. Back to step 3. 5 DOES Read answers for risk signals 6 CHECKS THE RESULT Are all key answers at least 3 of 5? If not: Open an HR task with the issue and draft anintervention. Back to step 5. 7 YOU APPROVE HR leader approves each intervention 8 USES A TOOL Recheck with a short pulse two weeks later 9 CHECKS THE RESULT Did the risk improve? If not: Escalate to the HR leader with a new action.Back to step 6. 10 RESULT Check-in summary per new hire
Read the steps as a list
  1. New hire starts
  2. Schedule the 30, 60 and 90 day check-ins
  3. Send surveys to the hire and manager
  4. Were both surveys returned within 5 days?If not: Send a reminder and tell the HR contact if still missing. Back to step 3.
  5. Read answers for risk signals
  6. Are all key answers at least 3 of 5?If not: Open an HR task with the issue and draft an intervention. Back to step 5.
  7. HR leader approves each interventionThe agent waits here for your OK.
  8. Recheck with a short pulse two weeks later
  9. Did the risk improve?If not: Escalate to the HR leader with a new action. Back to step 6.
  10. Check-in summary per new hire

How it decides

It flags a risk when any key answer is under 3 of 5 or the manager and hire differ by 2 points or more.

  • Flag a risk when any key answer is under 3 of 5
  • Flag a manager and hire gap of 2 points or more
  • Remind after 5 days without a reply
  • Re-check two weeks after any intervention

Make it yours

Every agent is a starting point. You choose these settings for your own situation.

  • Check-in days (default 30, 60, 90)
  • Risk threshold (default under 3 of 5)
  • Reminder delay (default 5 days)
  • Survey questions (default the company's onboarding set)

What keeps you in control

It always asks you first

  • HR leader approves each intervention before it reaches the manager or hire

Hard limits

  • Never share a hire's answers with the manager without approval
  • Never contact hires about performance issues
  • Keep survey data private to HR

It stops when

  • Done: 90-day check-in completed with no open risk
  • Stop: Hire leaves or HR closes the case

Set it up

We guide you through the set-up, step by step

Members get the full set-up guide for this agent. No technical skills needed: you copy, paste and upload.

10 minto set it up in your AI
5 AIsChatGPT, Claude, Copilot, Gemini, Grok
  • One set of instructions to paste into your AI, with the clicks for ChatGPT, Claude, Microsoft 365 Copilot, Gemini and Grok
  • The agent then walks you through connecting your own data, one source at a time
  • A downloadable copy with the flow chart, the rules and the full guide
Get access to this agent

An example run

What happensFor Priya, the day-30 survey shows goals clarity 2 of 5 while her manager rates 4. The agent opens a task and drafts a goals meeting. The HR leader approves it. The two-week pulse shows 4 of 5. For another hire, the pulse stays at 2, so the agent escalates a new action: a buddy match.

More agents for manager of human resources

People and hiring · Planning

Employee Onboarding Dependency Agent

Every new starter has everything ready on day one.

7 steps1 check5 jobs
Quality control · Human resources

HR Survey Question Repair Agent

A neutral, unambiguous survey that still covers every research topic.

7 steps1 check9 jobs
Communication · Human resources

New Hire Enrollment Window Agent

Make sure every new hire makes an election, or waives, inside the window.

10 steps2 checks6 jobs
Decisions · Human resources

Mentoring Match Agent

Create pairs that meet regularly and move a pair that does not.

10 steps2 checks2 jobs