Your AI CEO writes the onboarding plan from real org context.
You'd think you need an HR template — Astra writes one tailored to your real OKRs, real codebase, and real customers in 20 minutes.
Astra builds a 30-60-90 plan by grounding it in your actual context, not a generic template. She reads the role JD, current quarter OKRs (Notion or Linear), the team's last 30 days of activity (GitHub commits, Linear closed tickets, recent customer calls in Granola), and the manager's stated priorities. Then she drafts three phases: Days 1-30 = learn (specific docs to read, accounts to provision, 8 specific people to meet, 2 small shippable wins). Days 31-60 = contribute (3 named projects with measurable outcomes tied to OKRs). Days 61-90 = own (1 area of full ownership, 1 strategic proposal). Each phase has weekly check-in agendas pre-written. Output: a Notion doc + a Google Calendar series of 1:1s + a Slack onboarding-buddy intro. The new hire knows what "good" looks like by Friday of week 1.
Pull JD, current OKRs, team's last 30 days of GitHub + Linear, recent customer themes from Granola, manager's stated priorities.
Specific docs to read, 8 people to 1:1 with, accounts/access to provision (Okta), 2 small shippable wins by day 30.
3 named projects tied to current OKRs, each with success criteria and stakeholders.
1 area of full ownership + 1 strategic proposal due day 90. Pre-written check-in agendas weekly.
Google Calendar series of 1:1s for first 90 days, Slack DM the onboarding buddy with intro context, send Notion doc to new hire + manager.
A Notion 30-60-90 doc tailored to your real OKRs and team context, a Google Calendar series of 1:1s pre-scheduled, weekly check-in agendas, and a Slack intro to an onboarding buddy.
On-demand per new hire.
We'll spin up your workspace, hand the prompt to Astra, and you see the answer in 60 seconds. Free.
Try this with AstraClear answers about wallet credit, usage, subscriptions, and how Tycoon charges for work.
Same template, different inputs. For sales: she pulls Apollo + Salesforce pipeline and HubSpot recent deals instead of GitHub. For marketing: GA4 + GSC + recent campaigns. The structure (Learn / Contribute / Own) is universal; the data sources adapt to the role.
Yes — say "make day 1-14 a deep technical onboarding instead of Learn/Contribute" and she'll restructure. Common variants she's good at: 14-30-60-90 for senior leaders, 7-30-60 for contractors, 90-180 for executives needing relationship-building runway.
If you connect Slack, she'll DM the new hire on day 7, day 30, day 60 with a 5-minute pulse: "What's blocked? What surprised you? What does your manager not know yet?" — then summarize themes back to the manager. Optional but high-signal.
20-30 minutes first time (she's pulling JD + OKRs + 6 RFCs + last 30 days of activity). Repeat hires in the same role take 5 minutes because she reuses the role-specific scaffolding and only refreshes the OKR/project links.