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How should a fast-growing agency handle onboarding when hiring 5 to 10 new people a month?

March 6, 2026·2 min read·Employee Onboarding Documentation

A fast-growing agency hiring 5-10 people per month needs a fully documented, self-serve onboarding system — no live trainer can scale to that volume. Create a standardized onboarding program with pre-recorded content, auto-generated SOPs, cohort-based start dates, and a buddy system. Group new hires into biweekly cohorts to batch live sessions.

What does scalable agency onboarding look like?

ComponentAd-Hoc (1 hire/month)Scaled (5-10 hires/month)
Training delivery1:1 live sessionsSelf-serve docs + cohort Q&A
Start datesAny dayBiweekly cohorts (1st and 15th)
Tool trainingManager shows each personAuto-generated SOPs from Glyde
Live sessionsPer individualPer cohort (5-10 people)
Buddy assignmentInformalStructured buddy program
Progress trackingManager checks inAutomated checklist in Notion/Asana
Time investment10-15 hours/hire2-3 hours/hire

How do you build the system?

  1. Standardize start dates — Biweekly cohorts mean you run onboarding twice a month instead of ad-hoc
  2. Create a self-serve curriculum — Every module has a written SOP, optional video, and practice task
  3. Batch live sessions — Company overview, tool training, and Q&A happen once per cohort, not per person
  4. Assign buddies automatically — Each new hire pairs with someone who started 1-2 months ago
  5. Track with a template — Duplicate the same Notion/Asana onboarding project for each cohort

The upfront investment is 40-60 hours to build the onboarding program. At 10 hires/month, this investment pays for itself within the first cohort.

This answer is part of our guide to employee onboarding documentation.

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