Track Prompt Library

Tracks are automated, multi-step workflows your team experiences in Slack: onboarding, training, check-ins, and recurring programs. The fastest way to build one is to describe it to the AI track builder and let it draft the steps and timing for you to review. This page is a library of prompts to get you there. Pick a use case, copy a prompt, paste it into the builder, then tweak the result.

These prompts all build tracks, which are sequences of steps. For one-off activities like a standalone quiz, survey, icebreaker, or celebration, start from the matching section of the dashboard instead.

🚀 How to use a prompt

Open the track builder

Go to doozy.live/app, open Tracks, and start a new track.

Paste a prompt

Copy any prompt from the library below and drop it into the builder’s prompt box. Edit the channels, timing, and audience to match your team.

Attach your own content (optional)

Drop in a handbook, deck, policy, or checklist and the builder will pull real content into the steps instead of placeholders.

Review and activate

The builder drafts the trigger, steps, and timing. Check the flow end to end, then click Done. Activate the track from its own page when you’re ready for it to run.

Prompts are a starting point, not a fixed recipe. Be specific about audience, timing, and tone, and you’ll get a closer first draft.

🗂️ Browse by use case

Onboarding
Check-ins
Training
Security & compliance
Sales & CS

New hire onboarding. A guided two-week onboarding with a checklist, intros, and a check-in.

Build a two-week onboarding track that starts when a new hire joins. Send a first-day
welcome, a first-day checklist, a short quiz on how we work, two teammate
introductions, and a two-week check-in survey.

New hire first week. A fast, guided first five days for new starters.

Create a light 5-day onboarding track for new starters with a short message each
day and a first-week check-in survey.

Day 1 IT & access setup. Alerts IT to provision a new hire and hands them a checklist.

When someone joins, alert IT in #it-help to provision their accounts and send the
new hire a Day 1 checklist of the access and tools they should have.

New hire team announcement. Auto-introduces every new hire in a team channel on Day 1.

When a new hire joins, post a warm welcome introduction about them in our #team
channel on their first day.

Buddy & mentor program. Pairs each new hire with a guide and runs a 12-week program.

Assign every new hire a buddy on Day 1 and run a 12-week program with a shared DM
and a weekly conversation prompt for the pair.

New manager onboarding. First 90 days for a newly promoted manager.

Build a 90-day onboarding track for newly promoted managers covering a stakeholder
map, expectations, a 1:1 cadence, and a primer on our people policies.

People Ops onboarding. An HR-led 30-day onboarding with paperwork and benefits.

Create an HR-led 30-day onboarding track covering compliance paperwork, benefits
enrollment, HRIS data, and a manager-loop check-in.

Sales rep onboarding. A 30-60-90 ramp from kickoff to first closed-won.

Onboard new sales reps over 30-60-90 days: pitch, ICP, CRM workflow, call
shadowing, and first deal milestones.

CSM onboarding. A 45-day ramp for new Customer Success hires.

Ramp new Customer Success hires over 45 days with call shadowing, account handoffs,
their first EBR, and product fluency checks.

30-60-90 check-ins. Stage-appropriate check-ins on every new hire, with manager visibility.

Check in on every new hire at 30, 60, and 90 days with a short survey step, and
share the results with their manager.

Product mastery program. Build real product fluency, week by week.

Build a 6-week product knowledge track with a spaced quiz step each week and a
short reinforcement message between them.

New manager track. The manager basics, spaced over six weeks.

Create a 6-week self-paced track for first-time managers covering the management
basics, one topic a week.

Emerging leaders development. Build the next generation of leaders.

Build an 8-week leadership development program for high-potential individual
contributors stepping into leadership.

Feedback fundamentals. Make giving and receiving feedback a team habit.

Run a 4-week self-paced track on giving and receiving feedback, ending with a
peer-feedback exercise.

Security & compliance training. Five short quiz steps over two weeks, completion tracked.

Build a two-week security training track with five short quiz steps: phishing,
passwords, data handling, AI threats, and incident reporting. Make completion
mandatory and track it.

Security onboarding sprint. Gets new hires provisioned, MFA’d, and policy-acknowledged.

Create a two-week security onboarding sprint that gets new hires provisioned, on
MFA, and signed off on our policies.

Annual security refresher. Audit-grade compliance, once a year.

Set up a 4-week all-staff annual security refresher track covering the topics that
change year on year.

Policy acknowledgment track. Walks every employee through policy sign-off, one by one.

Walk every employee through our four core policies one by one with a recorded
acknowledgment for each. Repeat annually.

Pitch training. Keep every rep sharp on the current pitch.

Build a pitch training track with a positioning quiz, a confidence survey,
and quarterly refresher reminders.

Customer health playbooks. Run the motions that move retention.

Run a 4-week track on the playbooks CSMs use: at-risk accounts, expansion
conversations, executive escalations, and renewals.

🧱 Prompt building blocks

Mix these into any prompt to shape the track. The more you specify, the closer the first draft.

Want this	Add something like
Start automatically for new joiners	”…starts when a new hire joins”
Run on a recurring schedule	”every Monday at 9am”, “monthly”, “each quarter”
Trigger on work anniversaries	”on their work anniversary”
Enroll people yourself	”I’ll add people manually”
Let people opt in	”let users self-join this track”
Loop in the manager	”and let their manager know”, “share results with their manager”
Post in a channel	”post in #team”, “announce in #general”
Add a required quiz step	”add a mandatory quiz and send reminders”
Space steps out	”a few days between steps”, “spread it over 4 weeks”
Add an anonymous survey step	”add an anonymous check-in survey”
Assign a buddy or mentor	”pair each new hire with a buddy”
Group people together	”put the cohort in a shared Slack channel”
Use your own content	attach a handbook, deck, policy, or checklist
Skip your existing quizzes/surveys	”write new quizzes”, “don’t use our existing surveys”

💡 Tips for better prompts

Tip	Why it helps
Name the audience	”new sales reps”, “the whole company”, “new managers” sets the right tone and steps
Give the timeline	”over two weeks”, “30-60-90”, “every Monday” shapes which day each step lands on
Say who else is involved	Mention managers, buddies, IT, or a channel to add the right destinations
Attach real content	A handbook or deck turns placeholders into your actual material
Start small, then refine	Generate a draft, then ask the builder to add, remove, or reword steps

Create a Track

Step-by-step guide to building a track

Track Examples

Full step-by-step example structures

Triggers

How users enter a track

Step Types

Every step you can add

🚀 Get Started

🤝 Introductions

📊 Polls and Surveys

🧠 Quizzes

🛤️ Tracks

👥 Cohorts

🎒 Preboarding

🎉 Celebrations

🏝️ Time Off Announcements

🎮 Trivia and Icebreakers

🔌 Integrations

💳 Subscriptions

⚙️ Admin

Track Prompt Library

🚀 How to use a prompt

🗂️ Browse by use case

🧱 Prompt building blocks

💡 Tips for better prompts

Create a Track

Track Examples

Triggers

Step Types

​🚀 How to use a prompt

​🗂️ Browse by use case

​🧱 Prompt building blocks

​💡 Tips for better prompts

​🔗 Related

Create a Track

Track Examples

Triggers

Step Types

🚀 How to use a prompt

🗂️ Browse by use case

🧱 Prompt building blocks

💡 Tips for better prompts

🔗 Related