Onboarding Program Specialist

We're looking for someone who can build our onboarding program and own it end to end - from offer acceptance through a new hire's first 30 days. This isn't a "run the orientation deck" job. You'll partner with leadership to design the systems, set the metrics, and execute against them.

Done right, onboarding is the moment that solidifies a new hire made the right choice to join Factory - it’s where our mission and vision come alive. This role owns that feeling: making sure every new hire feels welcomed, connected, and confident from their first day forward, not just through week one.

This role is for someone who wants to build, innovate and iterate from learnings! You'll wear the strategy hat and the execution hat in the same week.

Design and own our onboarding program end to end: pre-boarding, first day, first week, first 30 days

Build scalable systems and workflows that can flex as we scale headcount

Use AI tools to automate repetitive onboarding tasks - documentation, scheduling, FAQs, progress tracking.

Own the handoff from offer acceptance to first day: background checks, immigration, equipment, paperwork, welcome communications

Define and track success metrics (new-hire satisfaction, manager feedback, retention signals) and report back to leadership

Continuously iterate based on data, feedback, and instinct.

Partner with IT, Facilities, Payroll, HR Ops, and hiring managers to execute a seamless new-hire experience

Work with department leaders to build role and team-specific onboarding tracks where needed

Be the connective tissue across People and the business during a new hire's ramp

Pitch in on recruiting coordination as needed to keep the candidate-to-employee lifecycle seamless end to end

4+ years in onboarding, HR/People operations, or a similar build-and-run people role, ideally at a fast-growing startup

A bias toward action - comfortable building the plane while flying it

Fluency with AI tools and genuine excitement about using them to automate and scale people processes

Strong project management instincts: you can run multiple workstreams at once

Analytical enough to define metrics, track them, and translate them into a story for the leadership team

Excellent written and verbal communication

Low ego, high ownership - you are excited to both build the system, execute, and jump in where needed

A documented, scalable onboarding program that new hires and managers are excited about

Clean, fast, low-friction handoffs from offer to first day, with no heavy processes or confusion

Cross-functional partners who see this role as a force multiplier, not a bottleneck

Clear metrics and a regular reporting cadence showing the ROI of onboarding investment