New-Hire Onboarding & Ramp-Up: Time to Productivity, Cost of Vacancy, Ramp Curves, Onboarding Capacity & Early-Leaver Costs

What you'll build

What you will be able to do

Each lab ends with a concrete result that you build yourself and the checker confirms, cell by cell.

• Count the working days six roles stay empty, price each open day as lost output plus overtime, total the vacancy cost per role and decide whether an agency fee pays off.
• Build a linear ramp with a 100 % cap, add up the lost months under a stepped and an S-shaped curve and find the curve that costs the least output in year one.
• Find the first month at 80 % and at 100 % for five roles with COUNTIF and MATCH, count the roles at full speed by month 6 and flag the roles that are slower than their target.
• Value the extra output of a structured onboarding programme month by month, discount it with NPV and compare it with the extra programme cost per hire.
• Turn trainer and buddy hours into whole training places, find the bottleneck each month, show the joiners over capacity and size the extra buddy time for a busy June.
• Place three hiring waves on one ramp curve, fill a month-by-month output grid with INDEX, add up the FTE-months each wave delivers in 2026 and find when the last wave reaches full speed.
• Flag hires who left within 6 months with EDATE, work out the early-leaver rate and the sunk hiring and onboarding cost, and find the month in which a typical hire pays back.
• Measure milestone completion per cohort, divide the cost by the hires who actually became productive, pool the result for the year and chart hires against productive hires.