What is your approach to deciding which skills should be taught during onboarding versus which skills are best left to a mentor-mentee relationship?

We prioritize teaching skills during onboarding that enable independence and are low risk for the organization. For example, new hires should be able to contribute meaningfully during downtime without posing risks. More advanced or sensitive skills are developed through mentorship as the employee gains experience.

Onboarding should cover skills that every employee needs or that are widely applicable, such as procurement, contracts, and security training. Mentor-mentee relationships are more appropriate for specialized knowledge relevant to only a few individuals. The distinction often happens naturally based on the scale and applicability of the skills.

We focus onboarding on our technology stack, company processes, and regulatory compliance, which are essential for all employees. Specialized skills are better suited to mentor-mentee relationships and are developed outside the structured onboarding process.