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Internal communication · 9 slides

Employee onboarding presentation template

An employee onboarding presentation welcomes new hires and shows them what the first weeks look like. It introduces the company in a few numbers, names the people they need, lays out week one day by day, sets goals for days 30, 60 and 90 and lists tools, benefits and practical details. This template has nine slides. Send it a few days before the start date and walk through it on day one.

For HR and People teams, hiring managers and founders who welcome new employees and want the first days to run without open questions.

Build with this structure

Updated 21 October 2026 · Example deck with a fictional company and figures.

About us

Quillfield is 142 colleagues serving 64 clients from three offices

Colleagues

142

▲ +18 this year

Clients

64

▲ +7 this year

Years since founding

12

■ Founded in 2014

Offices

3

■ Hamburg, Leipzig, Vienna

Figures as of 1 October 2026.

9 slides

The employee onboarding template, slide by slide

What each slide has to achieve and what to put on it. Scroll through, or open the deck and present it.

  1. Title: welcome, start date and the 90-day frame

    A start date and a 90-day frame in the title tell a new hire what to expect and when. It reads as a plan, not just a greeting.

    • A welcome line with the company name
    • The start date and the 90-day frame
    • The sender: People & Culture or the hiring manager

  2. About us: the company in four numbers

    New hires need the size and shape of the company at a glance before any detail. Four numbers, such as team size, clients, years and offices, let them place their own team.

    • Headcount and growth this year
    • Clients or customers, and the number of locations
    • The founding year and an as-of date

  3. How we work: three principles

    These are the habits a new hire meets in week one: how decisions are recorded, how questions are asked, how work ships. A reason for each makes it read as a working rule, not a poster.

    • Three principles with short names
    • One sentence of reason or consequence for each
    • Where it shows up in daily work, such as the wiki or the Friday demo

  4. Your people: four names and what they do

    Most onboarding friction comes from not knowing whom to ask. Four named people with one line each, the manager, the buddy, People & Culture and the IT desk, answer that on day one.

    • Name, role and one line on what each person does for the new hire
    • The buddy, named explicitly
    • Where to find the IT desk, as a room or a chat channel

  5. Week one: day by day

    The first Monday is the most anxious day. A day-by-day plan shows what happens when, and a review on Friday gives early feedback while it is still easy to act on.

    • One milestone per working day, with a title and one line
    • Time and meeting point for the first morning
    • Goal-setting with the manager before the week ends

  6. The 30-60-90 plan: learn, contribute, own

    This is the center of the deck. Three phases give the first quarter a shape, and a check-in at the end of each means manager and new hire measure the same thing.

    • Three phases with day ranges and one verb each
    • What the new hire does in each phase, concretely
    • A check-in at 30, 60 and 90 days, and what is agreed at the last one

  7. Tools and access: owner and date

    A missing login on day two is the most common first-week problem. A table with a date and an owner per tool turns it into a known item with a person to ask.

    • Each tool with what it is used for
    • The day it is ready
    • Who sets it up

  8. What you can count on: benefits and flexibility

    These are the questions new hires hesitate to ask: time off, learning budget, office days. Answering them with numbers means the answers do not depend on whom they happen to ask.

    • Vacation days, learning budget and equipment, with amounts
    • The office and remote rules in one line
    • Whom to ask, and a line that no question is too small

  9. Closing: the first morning

    Ends on practical details, so the first morning starts without questions about where to go and what to bring.

    • Date, time and place of the first morning
    • What to bring, such as a photo ID
    • A contact for questions before the start

Brief

Employee onboarding: build your version with AI

Copy the brief or open it straight in the editor. Replace the highlighted parts with your own facts, or attach your files and the numbers come from them.

Brief

Create a 9-slide employee onboarding presentation for new hires at [Quillfield Digital, a digital agency], starting on [Monday 2 November 2026]. Slide 1: title with a welcome and the first 90 days. Slide 2: four company numbers [142 colleagues, 64 clients, 12 years, 3 offices]. Slide 3: three working principles [write it down, ask early, ship small], each with one reason. Slide 4: four people with their roles [manager, buddy, People & Culture, IT desk]. Slide 5: a timeline of week one, Monday to Friday, with a title and one line for each day. Slide 6: a 30-60-90 plan with the three phases [learn, contribute, own] and a check-in at the end of each. Slide 7: a table of five tools with what each is used for, the day it is ready and who sets it up. Slide 8: benefits as bullets [30 vacation days, a €1,200 learning budget, two office days, €300 for the home desk] and a box on whom to ask. Slide 9: a closing with the first-morning details and a contact [people@quillfield.example]. Use action titles, address the reader as you and use only the facts I gave. Mark anything you had to assume.

Fill in the [highlighted] partsOpen in the editor

What makes the employee onboarding template work

  1. Send it before day one

    Send the deck two or three days before the start date. New hires then arrive knowing the plan, and the first morning goes to people instead of logistics.

  2. Name a buddy who is not the manager

    A peer is easier to ask a small question than a boss, and a principle like "ask early" only works if there is someone to ask. Put the buddy's name on the people slide.

  3. Agree the 30-60-90 goals in week one

    Set them in a one-to-one by Thursday of week one and write them in the wiki. Goals agreed later drift, and the check-ins then have nothing to compare with.

  4. Put an owner and a date on every tool

    Access is the usual week-one problem. Check the tools table the Friday before the start and fix the gaps while there is still time.

  5. Update it after every cohort

    Ask the last group what was missing and what was too much, and change the deck. A deck that is a year old lists people and tools that have changed.

Mistakes that cost you the room

  • An org chart and the company history, with nothing on the first week
  • No dates: "access will be arranged" instead of a day and an owner
  • Vague goals such as "get to know the business", with no check-in
  • Leaving out benefits and time-off rules because they are in the handbook
  • A generic deck that names neither the new hire's manager nor their buddy

FAQ

Frequently asked questions

What is the 30-60-90 onboarding rule?

A 30-60-90 plan splits the first three months into three phases with one goal each. A common version is to learn in the first 30 days, contribute in days 31 to 60 and own a result by day 90, with a check-in between manager and new hire at the end of each phase. Slide 6 of this template follows that pattern.

What should be in an employee onboarding presentation?

The company in a few numbers, the working principles, the people the new hire needs, a day-by-day plan for week one, goals for 30, 60 and 90 days, the tools with dates and owners, the benefits with numbers and the details of the first morning. Policies and the full handbook belong in the wiki, with a link.

How long should an onboarding presentation be?

Nine slides are enough: the new hire reads it before the start and walks through it with the manager on day one. A longer deck turns into the handbook, which nobody reads twice. Put the details in the wiki and link to them.

How is it different from an onboarding plan or checklist?

A plan or checklist is the working document: tasks, dates and owners for the people who prepare the start. The presentation is the version for the new hire. It shows the plan, the people and the rules on a few slides. The 30-60-90 slide is the short form of the plan, and the tools table is the short form of the checklist.

Can ChatGPT make an onboarding presentation?

ChatGPT or another AI assistant can draft the wording and a first 30-60-90 plan. It does not know your people, tools or benefits, so those facts have to come from you, and the result needs a check. The AI builds an editable PowerPoint from your brief. AI makes mistakes, so check names, dates and benefits before you send the deck.

Can I build the onboarding deck in my company's template?

Yes. Upload your company's .pptx and the AI builds the new slides in that design, with its fonts and colors. The slides are ordinary text boxes, shapes and tables.

Are the people and numbers in this template real?

No. Quillfield Digital, its colleagues and its numbers are fictional. The details agree across the slides: 2 November 2026 is a Monday, week one runs from Monday to Friday, and the tools table matches the week. That makes the deck a model for your own start dates.

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Where to go next

  • ProductAI PowerPoint generator

    Give the AI your brief, approve the page plan and export a .pptx you can keep editing.

  • ConvertWord to PowerPoint

    Import a .docx so its headings become slides, or let the AI write a new deck from the text.

  • GuideHow many slides?

    5, 10, 15 or 20 minutes? Plan one slide per 1 to 2 minutes of talking, subtract the time for questions and leave the appendix out. With a table and examples.

Your employee onboarding, in your design

Start from this structure, add your numbers and your company's PowerPoint template, and get an editable .pptx.

Build with this structure

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