How to Automate Employee Onboarding in Slack

Automated onboarding in Slack gives new hires a scheduled sequence of messages, tasks, introductions, and training. Your People team maintains the shared program, while managers receive specific preparation and follow-up work.

In Doozy, that sequence is called a Track. Start with the plan you want each new hire to follow, then configure enrollment, recipients, and timing.

A first-month onboarding sequence

This is an example to adapt to your process. Employment forms, payroll, and account provisioning remain with the systems your company uses for those tasks.

Before you start

Connect Doozy to Slack with the permissions your workspace requires. Decide who will own the program and who needs access to configure it or review results.

For automatic enrollment based on HR start dates, connect a supported HR system and check the employee records. You can also enroll people manually or use Slack joining when there is no HR connection.

Preboarding requires a connected HR system, with preboarding and email delivery enabled for your Doozy account. The hire needs a usable email address; a personal address can be used when a work address is not yet available. Ask support about enabling this setup.

Slack activities wait until the participant has joined Slack. Introductions, quizzes, and mentor assignment begin from day one once access is available.

How to build the Track

1. Define the audience and enrollment

Create the Track and choose who should join. Use shared company onboarding for common material, with separate role-specific tracks where needed.

You can filter enrollment using employee groups, country, work location, and manager status. Check that the information your filters rely on is present and current. An employee can participate in more than one Track.

2. Add welcome messages and resources

Give each message one job. A day-one message could explain the first meeting, link to the team handbook, and name the person to contact for help.

Link to longer documents rather than putting the whole handbook in Slack. Schedule later messages when that information becomes relevant to the new hire's work.

3. Give managers clear tasks

Add messages or task checklists addressed to the new hire's manager. Examples include preparing a first-week plan, arranging a check-in, and reviewing role-specific goals.

Confirm manager relationships before launch. What managers can configure or report on depends on their access permissions.

4. Assign a buddy and arrange introductions

Use a mentor-assignment step for the person serving as the new hire's buddy. Choose a pool for automatic assignment or ask a manager or designated person to choose. Track admins can also set or change the assignment.

Add a separate introduction step to connect the hire with their buddy, manager, or another colleague. Assigning a buddy does not automatically book a meeting. Automatic meeting scheduling requires a connected participant or company calendar.

5. Add training and knowledge checks

Explain a process or policy, then use a quiz to check the key decisions. You can draft questions from existing material with AI quiz creation, then review and edit them before sending.

Mark a quiz as mandatory when completion is required. Set the due date, reminder interval, and reminder window. Reminders stop when the participant completes the quiz or the window ends. Task completion and quiz results are reported separately.

6. Collect feedback

Include a short survey after the first week or month. Ask specific questions, such as whether the new hire has the resources they need and which part of the process was unclear.

Choose named or anonymous responses based on how you plan to follow up. Anonymous survey reports omit employee and demographic details, so they cannot be filtered by department or manager.

7. Review and activate

Check every recipient, message, link, and schedule. Pilot the Track with a small group and inspect the employee and manager experience before expanding enrollment.

Doozy's AI can help draft or revise a Track from your instructions and source material. Review the result in the builder. Saving a new draft does not activate it; activation is a separate action.

Review progress and follow-up

Doozy shows Track and participant progress, with separate reports for tasks, quizzes, surveys, introductions, and mentor assignments.

Use those records to identify outstanding work. A delivered message confirms delivery, while quiz results show the answers someone selected. Neither alone proves readiness to work independently. Combine them with manager check-ins and the new hire's actual work.

Keep a named owner for content changes and unresolved activities. Automation handles configured delivery; your team remains responsible for support and decisions about what happens next.

Frequently asked questions

Can we onboard a cohort together?

Yes. Doozy can group new hires by start-date windows or let you choose cohort members manually. You can use a shared Slack channel alongside individual onboarding sequences. Without an HR connection, automatic grouping uses Slack join dates.

Can we enroll existing employees?

Yes. Enroll people manually when they need a new role's training, a process refresher, or another employee program.

What if required training is unfinished?

Required quizzes send reminders within the configured window. Review the completion report and decide on further follow-up. Do not assume every type of Track step sends the same reminders.

How do we improve the program?

Review outstanding work, quiz answers, and new-hire feedback. Revise unclear steps and check the updated sequence with the next group. The Slack onboarding article includes ideas for planning content across the first month.