LinkedIn Carousel Templates for Onboarding Content

The most useful LinkedIn carousel templates for onboarding content follow the questions a new hire asks in order: what happens this week, what's expected, which tools to use and who can help. Below are 10 templates written as slide structures, from a first-week map and a 30/60/90 plan to a manager checklist and a new-hire FAQ, with the job of each slide. Post a general version on LinkedIn to show how your team onboards people, and keep names, links and internal details for the copy you share inside the company.

These templates are for onboarding employees. If you onboard customers, the customer success carousel examples cover onboarding and adoption posts.

Pick a template by the question it answers

10 onboarding carousel templates

Each template is a seven-slide structure: a cover, five slides that do the work and a closing slide. Lines in quotes are sample wording; replace them with your team's own details.

1. First-week map

Show a new hire, or a candidate, what the first five days hold.

1. Cover: "Your first week, day by day"
2. Day 1: accounts, equipment and introductions
3. Day 2: how the team works, from meetings to channels
4. Day 3: a first small task with a named owner
5. Day 4: meetings with the people you'll work with most
6. Day 5: a check-in with your manager and next week's priorities
7. Who to ask when you're stuck, and for what

2. Role expectations

Turn a job description into what good work looks like in practice.

1. Cover: "What this role is here to do"
2. The outcome the role exists for
3. What you own
4. What you decide alone, and what you check first
5. An example of strong work
6. A common miss, and what to do instead
7. Signs you're on track after the first month

3. 30/60/90 plan

Give a new hire a calm ramp plan: learn, contribute, then own. The pace differs by role, so present it as a plan to agree with the manager rather than a deadline.

1. Cover: "Your first 90 days: learn, contribute, own"
2. Days 1–30, learn: people, product and process
3. Days 31–60, contribute: real projects, with support
4. Days 61–90, own: one area, end to end
5. What a good day 90 looks like
6. How progress is reviewed, and when
7. Next step: agree the plan with your manager

4. Tool guide

Answer where a message, file or decision belongs. Cover when to use each tool and the first things to set up, and leave full training to the tool's own guide.

1. Cover: "Chat, wiki or email? Where each thing goes"
2. Your tools at a glance, one line each
3. Chat: quick questions and day-to-day coordination
4. Wiki: decisions and anything people will look up later
5. Email: people outside the company and formal notices
6. Common mix-ups, and the fix
7. Three things to set up in week one

5. Team norms

Explain how the team works together, in words a candidate could read too.

• Slide 1, cover: "How we work, in five norms"
• Slides 2–6, one norm each: the norm, why it exists and what it looks like in practice
• Slide 7: what to do when a norm doesn't fit, and who to ask

6. New-hire FAQ

Answer the questions new hires ask in week one, such as who approves time off or where the expense policy lives. Collect them from your onboarding channel or from your most recent hires.

• Slide 1, cover: "Questions new hires ask in week one"
• Slides 2–6, one question each: a short answer and where to find more
• Slide 7: who to ask when the answer isn't here

7. Manager checklist

Give managers one list for the weeks around a start date. In a 2021 article, Gallup reports that when managers take an active role in onboarding, employees are 3.4 times as likely to feel their onboarding was successful. This template also works as a public post, because other managers can use it as it is.

1. Cover: "The manager's new-hire checklist"
2. Before day one: access, equipment, a welcome note and a first-week plan
3. Day one: introductions, the role's purpose and a first small task
4. Week one: short daily check-ins, a buddy and expectations in writing
5. Month one: a first real project, regular feedback and a 30-day review
6. Warning signs: unanswered questions, no real work yet, missed introductions
7. Questions to ask at every check-in

8. Mistakes to avoid

Show what slows new hires down and what helps instead. Aimed at managers, it works as a public post; aimed at new hires, keep the tone kind.

• Slide 1, cover: "Five onboarding mistakes, and what to do instead"
• Slides 2–6, one mistake each: what happens, why it matters and the better move
• Slide 7: one resource to keep, such as your manager checklist

9. Stakeholder map

Tell a new hire who to meet in the first month and why each meeting matters. In a public version, use roles rather than names.

• Slide 1, cover: "Who to meet in your first month"
• Slides 2–6, one team or role each: what they do, why it matters to your work and when to meet
• Slide 7: a suggested meeting order and how to book time

10. First-project guide

Set up an early project with a clear scope, so the new hire knows when the work is done.

1. Cover: "Your first project, start to finish"
2. Why this project matters
3. The task and its scope
4. Who you'll work with, and who reviews it
5. The steps, in order
6. What "done" means
7. How to hand it over, and what comes next

Here is the first template filled in, to show how specific each slide can be.

Each slide covers one day with one job, in the order the week runs, and the last slide says where to get help.

Public post or internal PDF?

The same structure serves two audiences. On LinkedIn, it shows candidates and other teams how you onboard people. Inside the company, it's a reference new hires keep. LinkedIn's help page on document posts says viewers can download a document post as a PDF, so assume anyone who sees a public carousel can keep every slide.

LinkedIn's Professional Community Policies ask for real and authentic information, so describe the onboarding new hires get today, not the one you're planning. For more people-team posts, the HR leader examples cover hiring guides and policy explainers, and the recruiter examples cover posts written for candidates.

Make one in SlideDrift

Start from what you already have: an onboarding checklist, a manager guide or a first-week plan. Paste it into SlideDrift's Create box, or paste a safe summary if the original has private details. SlideDrift's privacy guidance asks you not to paste passwords, private customer data, confidential company documents or private messages; for onboarding, leave out colleagues' personal details too.

The slide count comes from Preferences, not from the text you paste. Open Preferences and pick a number under Slides; it's 7 by default, which fits every template here. Then give the draft one template to follow:

Turn the onboarding checklist below into a LinkedIn carousel that shows new hires and candidates what their first week looks like.
Slides: a cover, one slide for each day from Monday to Friday, and a closing slide on who to ask when stuck.
Keep one idea per slide, in plain and friendly language.
Leave out names, internal links and anything a candidate shouldn't see.

[Paste your checklist or a safe summary here]

Copy the brief, or press Recreate to open it in SlideDrift with the text filled in, then replace the last line with your checklist. To use another template, swap in its slide list. Press Generate, check every slide against your source, then click Share, then Export, then Download PDF. If your onboarding guide is a PDF with nothing confidential in it, paid plans can start from the PDF instead.

Make a carousel from your checklist

Paste an onboarding checklist or a safe summary. SlideDrift drafts the slides; you edit them, then export the PDF for LinkedIn or your onboarding pack.

Your notes, post or link

Create carousel

Free to start. Opens SlideDrift with your text filled in.

Before you post

Upload the PDF as a document post. LinkedIn's document upload guide accepts files up to 100 MB and 300 pages and recommends PDF for the best quality. Add a document title when you upload. You can edit the post's description afterward but not the document, so open the PDF once before you post.

If you post from your company's LinkedIn Page, SlideDrift can schedule the carousel to a connected Company Page on the Pro and Agency plans. Either way, run the LinkedIn carousel checklist first, and use the hook examples and CTA examples if the cover or closing slide needs work.

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