This Langflow flow implements an adaptive onboarding planning pipeline.

It starts by collecting structured inputs about the role (responsibilities, tools, key stakeholders, success metrics) and the new hire (skills, prior experience, confidence areas, learning preferences). A gap analysis step identifies the highest-impact mismatches across three dimensions: skills (what they need to do), context (how the organization operates), and mindset (how they approach ambiguity, ownership, and feedback).

A prioritization stage ranks the gaps by business impact and urgency, then maps each priority area into a concrete onboarding sequence. The workflow generates week-by-week milestones for the first 30 days, with measurable outcomes such as completed deliverables, validation checkpoints, stakeholder meetings, and proof-of-understanding artifacts.

The output includes recommended learning tasks (docs, systems walkthroughs), execution tasks (small wins and scoped projects), and feedback loops (manager check-ins, peer shadowing, retro questions). This makes the plan usable immediately and easy to track.

Finally, structured output components package the roadmap into a consistent format that can be shared with the employee, manager, and HR, and stored for iteration and reuse.

The flow can be extended into an end-to-end onboarding operating system. Integrate with your HRIS and LMS to auto-fetch role definitions, required training modules, and org charts, and to assign tasks automatically. Add calendar and messaging integrations to schedule stakeholder meetings and recurring check-ins. Store roadmaps and outcomes in a database to evaluate which onboarding steps correlate with faster ramp time, then optimize templates by role family. You can also implement role playbooks, onboarding checklists, and automated reminders for managers and buddies, plus a 60/90-day continuation plan for longer ramp cycles.