Who is this assistant for?

The people who join leave before three months are up. On day one the person arrives and there is no uniform, no password and nobody to receive them. Everyone is trained differently depending on who is next to them that shift. You promoted someone from inside and the team still treats them the same.

In most restaurants onboarding is a sentence: «just follow them around and pick it up». That is not a process, it is the absence of one, and it gets paid for in the first week: the person joining does not know who to ask, learns differently every time depending on who is next to them, and leaves before you have recovered what it cost to bring them in. This assistant writes the full process for the role you pick —with an owner, a date and a proof at every step—, and it includes the two stretches almost nobody writes: the week BEFORE day one, the cheapest one and the one that prevents the most resignations, and the four gates at days 7, 30, 60 and 90 with their criterion drafted before the process starts, so that the decision to confirm or part ways stops being a hunch taken on day eighty-nine. It is not a course or a welcome booklet: it is the chain of handovers that gets two people joining six months apart to the same place.

AI assistant · N5 Complete system

◆ Included in the annual plan🎓 Onboarding and Trainingv1.0.1 · 2026-09-21

📷 Works best with an AI that sees photos (invoices, dishes, screens) · optional

Role Onboarding Plan Builder for Restaurants

Pick the role above and which door the person comes through, and the assistant writes the whole process from accepted offer to day ninety: what must be ready before, day one hour by hour, the first-week ramp, the four gates with their pass mark written beforehand, the authority handover in stretches, and the script to confirm or part ways.

Depth

15/23

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Steps to use it

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◀ Put out today's fireRun the year ▶

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N5Complete system

Several chained pieces you install and operate over time, with their review cadence. It changes how the business runs, not one decision.

◆ This assistant 110 of the 164 published assistants are at this level

Is this for you?

What it does and what you get

In most restaurants onboarding is a sentence: «just follow them around and pick it up».
That is not a process, it is the absence of one, and it gets paid for in the first week: the person joining does not know who to ask, learns differently every time depending on who is next to them, and leaves before you have recovered what it cost to bring them in.
This assistant writes the full process for the role you pick —with an owner, a date and a proof at every step—, and it includes the two stretches almost nobody writes: the week BEFORE day one, the cheapest one and the one that prevents the most resignations, and the four gates at days 7, 30, 60 and 90 with their criterion drafted before the process starts, so that the decision to confirm or part ways stops being a hunch taken on day eighty-nine.
It is not a course or a welcome booklet: it is the chain of handovers that gets two people joining six months apart to the same place.

What you end up with

The full entry process for the chosen role: the table of what must be ready before day one with its owner and its date counted backwards; day one hour by hour closed with one real task finished; the first-week ramp day by day; the four gates —7, 30, 60 and 90— with their numeric pass mark and their «if they do not pass»; the authority handover in three stretches with a cash cap; the buddy with minutes assigned inside their shift; the post's indicators with a baseline and a ninety-day target; and the schedule with the sum in payroll hours plus the three scripts for the conversation to confirm, extend or part ways, and the verdict on whether the process fits the team you have.

EXAMPLE This is what you getAn example built with Sazón de Origen, the house's fictional restaurant.Not your data: your result is built with YOUR restaurant's.See the full example →

Sample result

Sazón de OrigenFictional contemporary Colombian restaurant in Medellín, 2 locations, 6 years in business. Every sample result in the library comes from this same case. Fictional restaurant

The owner asked this: «A new server starts on Monday. The last one lasted five weeks and left without saying why. We are 14 in the dining room across two sites, the rush is 12:30 to 2:30 and 7 to 9. I need the whole process, not a welcome talk.»

The week before is what decides. Every line has an owner named by role, a backward date and a signal that it is done.

What	Owner	When	Signal it is done
Contract signed and enrolment filed	Administrator	T-7	Filing number in the folder
Uniform ordered in their size, plus a spare apron	Service captain	T-7	Named bag in the locker
Till login created with a server profile	Administrator	T-3	They log in and ring a test order
Locker assigned and padlock handed over	Service captain	T-3	Locker number written on the card
Buddy confirmed: Marcela, 20 min per shift	Floor manager	T-3	Marcela has it in her Monday shift
Message to the team group: who is arriving, to do what, with whom	Floor manager	T-1	Message sent, not «I'll say it Monday»
First-week rota printed and pinned in the office	Service captain	T-1	It is on the wall

Enrolment has a deadline of its own and goes before the first shift; it is not left to day one. Figures and names illustrative.

Outside the rush —in at 9:30, out before 12:30— and closed with one real task finished.

Time	What happens	With whom
9:30	The floor manager receives them at the door, not in the kitchen. Locker, uniform, where and when they eat	Floor manager
9:50	The house promise through an example from yesterday's shift, not a line off a wall: table 7 asked to swap the side and what was done	Floor manager
10:15	Walkthrough: stations, toilets, stores, fire exit, where everything lives	Marcela (buddy)
10:45	The menu in hand: 8 dishes, what they are really called and their 2 allergens	Head chef
11:30	Till: opens their profile, rings 3 test orders, one with a modifier	Marcela
12:00	Closing task: sets 6 tables in section 2 and leaves them ready for the rush	Alone, checked by the captain
12:20	End of day: what surprised you. Written down verbatim	Floor manager

Day one is measured by the section that got set, not by what they were told.

Day	Watches	Accompanied	Alone	Does not touch yet
2	The full pass through the rush	Takes orders with Marcela beside them	Setting up and drinks	Payment, complaints
3	—	2 tables in section 2	Drinks and desserts	Payment, complaints
4	—	3 tables	Starter and main	Complaints
5	—	4 tables in the rush	Payment, supervised	Comps
6	—	Full section 2 off-peak	Payment	Comps
7	—	Section 2 in the rush, Marcela in sight	Everything but comps	Comps

By day seven they cover 60 % of a normal shift. And that day the seven-day gate opens: fifteen minutes, two fixed questions —what surprised you and what do you still not understand—. That is where most early resignations are decided, and where they can still be prevented.

Illustrative example generated with a fictional restaurant. Not a promise of results, not a client case.

This is 3 of 5 parts. Behind the wall are the four pieces that make this a process and not a welcome: the four gates with their pass mark written before it starts, authority handed over in stretches with its cash cap, the verdict on whether it fits the team you have, and the three scripts for the 90-day conversation.

See the full example — free account

Works with these AIs

Claude — the best for this assistant The best fit here: it leaves no line without an owner and does not soften the ninety-day gate. Demand the numeric pass mark on all four gates and the cash cap on every authority stretch; a blank one means it did not finish.

How to use it

Pick the role above and how the person joins. The assistant changes what is assumed known, the clock and the risk you watch, not just the label.

Write that role's manual first with the Role Manual Builder: that is where the authority matrix handed over here in stretches and the block G indicators come from.

Fill in team size, peak windows and labour cost in My Restaurant: that is where the sum of what this process costs, and of what it would cost to lose the person, comes from.

Have three names ready: the post's direct manager, who could be the buddy, and who signs off the ninety-day gate. With no owner, every step is a wish.

Copy the whole assistant and paste it into the AI you trust. Answer its questions one at a time.

When you get the process, put the four gates in the calendar the same day. A gate that is not diarised gets written on day eighty-nine, and by then you have already decided.

Which of your data it uses

of 23

This assistant works with 15 of the 23 fields in «My Restaurant», among them Restaurant name, Business type and Cuisine or concept. It does not ask out of curiosity: these are what make the answer speak about YOUR scale instead of an industry average — the same calculation on a business of another size returns a number you cannot decide with. You fill them once and they apply across the library, so the second assistant you open already starts with them in place. Whatever you leave blank, the assistant asks for one thing at a time instead of inventing it, and says so before answering, so you know what it is working from.

Restaurant nameBusiness typeCuisine or conceptCity and countryNumber of locationsYears in businessTeam sizeStrong and slow daypartsActive sales channelsWhat makes you differentCommunication toneAverage check (with currency)Average monthly salesApproximate labor cost (%)Main goal this year

Always up to date

Every assistant carries a visible version and date. When an AI changes how it works, the assistant's version goes up and you see what changed.

v1.0.02026-08-31Commissioned by Diego: «an onboarding process builder for a restaurant role with the detailed, professional, expert onboarding process [...] using the same roles as the role manual builder». Born by merging the ten onboarding titles in c23 —process architect, induction plan, induction programme by role, welcome booklet, onboarding checklist, first-day checklist, first-week plan and the 30, 60 and 90-day plans—, which are not ten tools but the STRETCHES of one process: splitting it would mean selling in pieces the very thing that only works whole. It uses the SAME `cargo` axis and scale as the Role Manual (MPV-0616) so the two pieces fit, and the `como_entra` axis is born with it. Border declared with the Training Programme (MPV-1127): content with its test goes there, the process with its owner, its date and its gate goes here. The id is NOT new: the catalogue had already given MPV-0665 to this title, and ids are immutable. It sat in state «absorbed into MPV-1127», and that absorption is corrected here with its reason: the Training Programme's merge note listed the onboarding architect among what it absorbed, and that was read too broadly. Coming back with it —because they are blocks of THIS process and not content with a test— are the welcome booklet (MPV-0668), the onboarding checklist (MPV-0669) and the first-day checklist (MPV-0670); and the four plans still in the pipeline are merged here: first week (MPV-0671) and 30, 60 and 90 days (MPV-0672 to MPV-0674). The induction plan and programme (MPV-0666 and MPV-0667) STAY with the Training Programme: those really are content with a test. RENAMED at birth by its own gate: `motor/nombres.py` flagged it red —«names no concrete object from the vocabulary»— and it was right. «Process» is not an object the client receives; the PLAN is, and it is also the shape the card declares. The slug stays as it was, which is what the house requires when a label changes.

v1.0.12026-09-21The English body said «carry on with a flagged assumption» where the house doctrine says «continue with a marked assumption». Same instruction, different words — and that phrase is not prose: it is what the gate counts to check that BOTH language surfaces say the same thing. Fixed by exact substitution, nothing else moved.