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We just raised our Series A, how do we transition from informal onboarding to structured, documented processes?
March 6, 2026·2 min read·Employee Onboarding Documentation
After a Series A, transition from informal to structured onboarding by documenting your top 20 workflows, creating role-specific onboarding templates, and assigning a documentation owner. You are about to hire 10-20 people — the ad-hoc "sit with Sarah for a week" approach will not survive that growth. Build the system now, before the hiring wave.
What is the Series A onboarding transition plan?
| Phase | Timeline | Actions |
|---|---|---|
| 1. Audit | Week 1-2 | List every process that new hires need to learn. Identify what is documented vs. undocumented |
| 2. Record | Week 3-4 | Record the top 20 workflows with Glyde — one SOP per task |
| 3. Organize | Week 5 | Build a structured onboarding wiki in Notion or Confluence |
| 4. Template | Week 6 | Create role-specific onboarding checklists (sales, engineering, support, etc.) |
| 5. Test | Week 7-8 | Onboard the next hire using only the new system. Fix gaps based on feedback |
| 6. Iterate | Ongoing | Each new hire improves the documentation for the next one |
Why is this urgent after a Series A?
| Before Series A | After Series A |
|---|---|
| 5-10 employees | Planning to hire 15-30 in next 12 months |
| Everyone knows everyone | New hires outnumber tenured employees |
| Informal training works | Founders cannot personally train everyone |
| 1 hire every 2 months | 2-3 hires per month |
| Knowledge is shared organically | Knowledge fragments across a growing team |
The window between Series A and the hiring ramp is typically 4-8 weeks. Use that time to build the onboarding system. Teams that wait until they are hiring 3 people per month to start documenting spend their growth phase in constant catch-up mode.
This answer is part of our guide to employee onboarding documentation.