Onboard a new teammate to your agents

Why this matters

If you already run several agents at your company, every new human you hire arrives into a workplace where some of their coworkers aren’t human. They need to know that. Otherwise they spend their first month re-doing work an agent is already doing, or ignoring an agent that could save them six hours a week, or (worst) quietly forming the opinion that “the AI stuff” is somebody else’s problem.

The fix is a structured 30-minute onboarding session. Not “go poke around in Auxot, let me know if you have questions.” A real walkthrough: here are your agents, here’s what each one is for, here’s the one you’ll use most, and here’s how to build their own. Today, you build the plan for that session and run it for the next person who joins.

Quick start

1. Sign in: open Auxot in your browser and log in.

2. Open chat with the Admin Agent: click Chat in the left menu, make sure the agent picker reads “Admin Agent.”

3. Generate the onboarding plan: paste this:

   I'm onboarding a new teammate, [name], whose role is [role]. Generate a 30-minute walkthrough of my agents for them: which agents to introduce, in what order, what to demo with each, and what their first agent-related task should be in their first week. Bias toward the agents most relevant to their role.
   

4. Send the new hire an Auxot invite: Invite your first teammate covers it. They need an account before the session.

5. Run the session together: share your screen, walk through the plan, have them chat with the most relevant agent live.

Done? New hire knows your agents, has a real conversation behind them, and has a clear next step. Their first agent-built-by-them comes within their first week (Create an agent from scratch is the path).

The agent can do that?

Onboarding is one of those things that gets reinvented every time. These three prompts make it repeatable, and make every new hire after the first one cheaper to onboard.

1. Have the Admin Agent generate a role-specific onboarding doc

Open chat with the Admin Agent and ask:

Write a one-page onboarding doc for [name], a new [role]. Cover: which of my agents they'll use weekly, which monthly, which they probably won't touch, and a 30-day plan for them. Week 1: get familiar with X agent. Week 2: try Y workflow. Week 3: build their own first agent. Week 4: review with me. Tone: confident and welcoming, not corporate. Keep under 400 words.

Why it’s non-obvious: Most onboarding docs are written once and never updated. The Admin Agent generates a fresh one for this person, this role, against your current agents, so it’s accurate the day you give it to them, not the day you wrote a generic template six months ago. Drop it in their first-day welcome email.

2. Have the new hire run their own walkthrough with the Admin Agent

Once they’re logged in, send them this exact prompt to paste into chat with the Admin Agent:

I'm new here. My role is [role]. Walk me through the AI agents already set up at this company: what each one does, when I'd use it, and which one is most relevant to me. Pick the agent I should chat with first and tell me what to ask it to see what it can do.

Why it’s non-obvious: You don’t have to be the tour guide. The Admin Agent is the tour guide. You’re available for follow-up, but the new hire learns your agents by interrogating the system itself, which is also exactly the habit you want them building. They learn the agents and they learn how to use the Admin Agent at the same time.

3. Have the Admin Agent flag what’s missing for this new role

Once you know what role they’re filling, ask:

[Name] is joining as our new [role]. Looking at my current agents, which roles are missing that would make their job easier from week one? Recommend one specific agent to build before they start, with a name, description, and what context files it would need. Skip if my current agents already cover their role well.

Why it’s non-obvious: New hires are the moment you notice what your agents don’t cover, because they ask questions like “is there a tool for X?” and the answer is “no, I do that manually.” The Admin Agent surfaces those gaps in advance instead of finding them three weeks in. Every new hire makes your agents sharper if you let it.

Go deeper

The 30-minute structure

A useful onboarding session breaks down roughly:

• 5 min: context. Why we use AI agents at this company, the “fake employees” framing (each agent has a job, a description, a voice, things it should never do). Skip if they already know the framing.
• 15 min: the agent tour. Walk through each agent. For each: what it’s for, when to use it, when not to use it, and one demo question. Don’t deep-dive. Surface tour.
• 5 min: the deep dive. Pick the one agent most relevant to their role. Have them chat with it live, not you. Sit on hands.
• 5 min: what’s next. Their first-week assignment (build something with an agent), where to ask questions, how to flag a missing capability.

Total 30. Don’t run long: the next hour they spend in Auxot on their own is more valuable than the 31st minute of you talking.

The “fake employees” framing: say it out loud

If you’ve never explained the framing before, the new hire will form their own model of what these agents are. The model they form is usually wrong (either “this is just ChatGPT” or “this is some kind of magic”). Say it explicitly in the first 60 seconds of the session: “Each of these agents is essentially a fake employee with a specific job. They have descriptions, they have onboarding packets (context files), they have things they should never do. Treat them like coworkers.” Settles the framing fast.

Build a real first task, not a demo task

Their first agent-related task should be from their actual job, not a contrived demo. Demo tasks teach them the agent’s surface; real tasks teach them whether the agent helps. If their week-one task is “draft a status update for last week’s project,” run the session against that. They walk out with a draft they can use, not a screenshot of a feature.

Onboarding the third hire is different from the first

By your third or fourth hire, the onboarding plan should be mostly automatic. The Admin Agent’s role-specific doc (power move 1) plus the self-directed walkthrough (power move 2) plus 10 minutes of you covering anything specific: that’s the whole session. Don’t keep doing 30-minute live walkthroughs forever. The structure exists so you can graduate out of running it personally.

Troubleshooting

• The new hire sat through the session and then never used any agent again. Two possible failures: (1) the session was demo-driven not task-driven (see “real first task”), or (2) the agents you showed weren’t actually relevant to their daily work. Ask them in week two which one they tried, what happened, and what would have been useful instead.
• They keep asking you questions an agent could answer. Resist the urge to answer. Reply: “Ask the [agent name]. That’s exactly its job. Tell me what it says and we’ll go from there.” You’re not being unhelpful. You’re building the habit.
• They want to build their own agent in week one and you’re worried it’s too soon. Let them. The fastest way to understand your agents is to build one. If their first agent is bad, that’s a great review session in week three.

Variations & edge cases

• Free tier: the onboarding works at any tier. If you’re on Free, you probably only have a few agents and the session is closer to 15 minutes than 30. That’s fine.
• Contractor or temporary teammate: scope the onboarding to only the agents they’ll touch. Skip the agent tour, jump straight to the two or three relevant agents. Total session: 10 minutes.
• They’re more technical than you. The walkthrough still belongs at the human-coworker level, not the system level. Don’t dive into MCP servers (Add an MCP server) or workflows (Run a workflow) unless they ask. The framing is “these are coworkers,” not “this is a system you’ll administer.”
• They’re an admin or future power user. Run the standard session, then add a 15-minute follow-up later in week one covering the admin-level tutorials (View your audit logs, Audit and clean up your agents, Set up multi-team isolation).

Walkthrough

Step 1: Generate the onboarding plan in advance

Day before they start, open chat with the Admin Agent:

I'm onboarding [name], a new [role], on [date]. Generate the 30-minute walkthrough plan: which agents to cover, in what order, what to demo with each, and what their week-one assignment should be. Bias toward agents most relevant to their role. Flag any gap that would make their job harder.

Read the plan. Edit anything that doesn’t fit.

Step 2: Send the welcome doc

Use power move 1 to generate a one-page doc and send it to the new hire as part of their first-day welcome. Include:

• Auxot invite (Invite your first teammate).
• Login and a “first thing to do once you’re in”: power move 2’s self-directed prompt is a great default.
• Calendar invite for the 30-minute walkthrough session.

Step 3: Run the session

Share your screen, open Auxot, follow the structure from “Go deeper”:

1. 5 min context (skip if redundant).
2. 15 min agent tour: every agent gets named, their job described, one demo question shown.
3. 5 min deep dive on the one agent most relevant to them: they drive the conversation.
4. 5 min next steps and questions.

Tip: Don’t read your plan to them. Use it as a checklist for your own pacing, but the session should feel like a conversation, not a presentation.

Step 4: Set a week-one assignment

Before they leave the session, name the specific thing you want them to do with an agent in their first week. Examples:

• “Use the status-update agent to draft your first one. Show me what it produces and what you’d change.”
• “Build your own agent for [a recurring task in their role].”
• “Run the [existing workflow] yourself and tell me one thing you’d improve.”

Vague assignments produce vague follow-up. Specific ones give you something to review.

Step 5: Follow up in two weeks

Two-week check-in is the most underused move. Ask them:

• Which agent are they using most?
• Which one have they not touched and why?
• What’s missing (a tool, a workflow, an agent) that would help them in their job?

Their answers tell you where to add or improve. New hires are diagnostic instruments for what your agents don’t cover. Use them.

What’s next

• → Invite your first teammate. They need an account before the session.
• → Create an agent from scratch. Their week-one assignment is often this.
• → Audit and clean up your agents. Every new hire is a chance to clean up gaps and overlaps. Pair the onboarding with an audit.
• → Hand off agent ownership cleanly. When they become an owner, keys and credentials should transfer with the same discipline as their onboarding tour.

Reference

• 30-minute structure: 5 min context, 15 min agent tour, 5 min deep dive, and 5 min next steps.
• The “fake employees” framing belongs in the first 60 seconds: say it explicitly.
• First task should be real, not demo. Drives whether they actually use the agents you set up.
• Two-week check-in is the diagnostic; new hires expose what your agents don’t cover faster than audits do.
• Graduate out of live sessions by hire three or four: the Admin Agent’s role-specific doc plus self-directed walkthrough cover most of it.
• See also: Run a quarterly review of your agents, Invite your first teammate, Hand off agent ownership cleanly, Create an agent from scratch, Audit and clean up your agents.