1.4 Onboarding & The "Stagiaire" (Internship) Protocol

Effective integration of new personnel is the primary determinant of long-term operational velocity. The onboarding process functions not merely as an administrative period, but as a rigorous calibration phase designed to verify technical competence and cultural alignment. This chapter defines the standardized protocols for the fixed-term "Stagiaire" program and the probationary requirements for full-time conversion, establishing a "Fail Fast" mechanism to protect organizational standards while ensuring rapid skill acquisition for successful candidates.

1.4.1 The Stagiaire Program

The entry point for junior talent is the Stagiaire (Intern) designation, a strict 3-month fixed-term engagement. This period is not an observational role; it is an operational stress test.

The Conversion Gate: Improvement Project

Conversion from Stagiaire to Full-Time Employee (FTE) is not automatic; it is earned through the successful delivery of a Capstone Improvement Project.

Requirement: The Stagiaire must identify a specific gap in the Dannie Handbook or a physical inefficiency on the factory floor and implement a measurable solution.
Validation: A presentation of the "Before" and "After" states is required at the end of Month 3.
Outcome: If the project fails to demonstrate value or understanding of the system, the contract terminates without renewal.

1.4.2 Mentorship Architecture: Buddy vs. Mentor

To prevent resource dilution and role confusion, support for new hires is bifurcated into two distinct roles.

The Buddy (Cultural Guide)

Role: A peer assigned to navigate the "unwritten" logistics (e.g., software access, expenses, slack etiquette, coffee machine protocols).
Duration: Intensive support for the first 30 days.
Selection: Typically a peer of similar rank, strictly distinct from the direct manager to allow for "safe" questions.

The Mentor (Technical Guide)

Role: A senior engineer responsible for technical calibration, code reviews, and career trajectory mapping.
Duration: Long-term engagement starting from Day 1.
Mandate: The Mentor is accountable for the Stagiaire's technical output quality during the trial period.

1.4.3 The Trial Period (Probation)

For direct Full-Time hires, the first 90 days constitute a probationary period governed by a 30/60/90 Day Plan. Performance is measured against explicit output gates, not hours worked.

The Deployment Schedule

Days 0-30 (Absorption): Focus is on information intake. The hire must read the Handbook, set up the environment, and complete the "First Ticket" (a minor, pre-defined task) without breaking the build.
Days 31-60 (Contribution): Focus shifts to execution. The hire must pick up standard tickets from the backlog and execute them with decreasing guidance from the Mentor.
Days 61-90 (Autonomy): Focus is on independent ownership. The hire must lead a small feature or process improvement from initiation to deployment.

"Fail Fast, Fail Friendly" Policy

The probation period serves as a bi-directional filter. If cultural or technical misalignment is detected, the engagement must be terminated immediately rather than prolonged to the 90-day mark.

The 45-Day Check: A mandatory "Go/No-Go" review occurs at Day 45. If the trajectory is below the "Level 2" competency line, the offboarding process is initiated.
Philosophy: Early termination is not a punishment; it is a correction of a hiring error. It preserves the candidate's time and the team's momentum.

Final Checklist

Onboarding Domain	Operational Mandate
Stagiaire Duration	Fixed 3-month term; no automatic rollover to full-time.
Hiring Gate	Conversion requires a completed "Improvement Project" that fixes a Handbook or process gap.
Support Roles	A "Buddy" (Peer/Logistics) and "Mentor" (Senior/Technical) must be assigned before Day 1.
Probation Plan	30/60/90-day deliverables must be written and signed off by the Manager on Day 1.
Fail Fast Protocol	A mandatory "Go/No-Go" review is executed at Day 45; misalignment triggers immediate separation.