Getting it into your agent
One page per mod, every tool's command on it. A separate URL per tool would split the same page into five that compete with each other.
npx skills add jeffreytse/grimoire-core --skill design-employee-onboardinggit clone --depth 1 https://github.com/jeffreytse/grimoire-coreWrote this? Show the measurements
A badge with what this costs and how it scanned, read live from this page, so it follows the numbers instead of freezing them. Markdown for a README, HTML for a documentation site or a project page.
[](https://agentmods.dev/skills/jeffreytse/grimoire-core/design-employee-onboarding)<a href="https://agentmods.dev/skills/jeffreytse/grimoire-core/design-employee-onboarding"><img src="https://agentmods.dev/badge/skills/jeffreytse/grimoire-core/design-employee-onboarding/github.svg" alt="Measured on agentmods" height="20"></a>Or the 80×15 button, for a site that already has a row of RSS and ATOM ones. Only the verdict fits; the numbers stay here.
<a href="https://agentmods.dev/skills/jeffreytse/grimoire-core/design-employee-onboarding"><img src="https://agentmods.dev/badge/skills/jeffreytse/grimoire-core/design-employee-onboarding.svg" alt="Reviewed on agentmods" width="80" height="20"></a>What it costs to keep this loaded
Counted locally with the o200k_base tokenizer, which is exact for GPT models; Claude uses its own tokenizer and its counts differ. Treat this as one consistent yardstick across the catalogue rather than a bill. Prices are per million input tokens.
| Model | Per session | Once invoked |
|---|---|---|
| Fable 5.1 | $0.00029 | $0.00945 |
| Opus 5 | $0.00015 | $0.00473 |
| Sonnet 5 | $0.00006 | $0.00189 |
| Haiku 4.5 | $0.00003 | $0.00094 |
Grade A, and why
design-employee-onboarding scanned grade A with 0 findings against 26 rules in 11 categories — prompt injection, anti-refusal, data exfiltration, privilege escalation, supply chain, agent snooping, system-prompt leakage, SSRF and excessive agency — measured 7d ago.
A static scan of the body, not an audit. Every finding is printed with the line that produced it so you can judge whether it matters here. A mod is markdown that instructs an agent; that is exactly why what it instructs is worth reading.
Nothing flagged
None of the 26 patterns this scan looks for appear in this file: no shell pipes, no recursive deletes, no credential paths, no hidden text, no instruction-override or anti-refusal phrasing, no agent-config snooping. That is not a guarantee, it is the absence of the things that are checkable.
How it starts
The opening of the file, as written. The whole thing — 63 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Design Employee Onboarding
Build a structured onboarding program that accelerates time-to-productivity and reduces early attrition.
Why This Is Best Practice
Adopted by: Google, Microsoft, Zappos, Salesforce, and organizations with structured people operations Impact: SHRM data shows organizations with strong onboarding improve new hire retention by 82% and productivity by 70%. BambooHR (2020) found 31% of employees quit within 6 months when onboarding was poor. Gallup reports only 12% of employees strongly agree their organization does a great job onboarding. Why best: Structured onboarding addresses the "four Cs" — compliance, clarification, culture, and connection — systematically, rather than leaving new hires to figure out context on their own.
Sources: SHRM "Onboarding New Employees: Maximizing Success" (2010); Gallup "State of the American Workplace" (2017); BambooHR "The Definitive Guide to Onboarding" (2020)
Steps
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Start before day one (preboarding) — send welcome email with first-day logistics, org chart, team introductions, and reading list. Ship laptop and credentials before start date. Eliminate "waiting for IT" as the first experience.
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Design day one for connection, not compliance — prioritize team introductions, manager 1:1, and culture immersion over benefits paperwork. Move paperwork to preboarding (DocuSign) or day two.
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Create a 30-60-90 day ramp plan — document concrete milestones: what to learn, who to meet, and what to own by each checkpoint. Share with the new hire before day one.
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Assign an onboarding buddy — pair with a peer (not the manager) from the same team for informal guidance, questions, and social integration. Buddy role lasts 30–90 days.
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Structure the learning curriculum — organize learning into domains: company mission/strategy, product/service, team processes, tools/systems, and role-specific skills. Spread across weeks, not days.
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Schedule a manager check-in cadence — daily 15-min check-ins in week one, then weekly through month three. Use these to surface blockers and recalibrate ramp expectations.
What this file has done since we first saw it
Hashed on every crawl. A supply-chain change to an agent config is a question of when, not whether, so the history is kept rather than the latest state alone.
- 7d ago First seen · 63 lines · 29 tokens per session scan A 60767a39cd12
design-employee-onboarding is a skill published in the GitHub repository jeffreytse/grimoire-core (4 stars, last pushed 22d ago), licensed MIT. It adds 29 tokens to every session and 945 once invoked, about $0.0001 per session on Opus 5. A static security scan graded it A with 0 findings. No closer match exists in the catalogue, so it is treated as the original; first seen 2026-09-03.
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