Offboarding

When someone leaves — whether they resigned or we let them go — the process is the same. Dignity, clean handover, security.

Principles

• Handle it with respect. People talk to future candidates. Your reputation as an employer follows you.
• Security first, feelings second. Revoke access promptly. That’s not a statement of distrust — it’s hygiene.
• Document the handover. What was in their head needs to end up in the handbook.

Day-of checklist (hiring manager)

Within 24 hours of notice / termination effective date:

Access revocation

• Remove from GitHub org
• Remove from Supabase organization
• Remove from Cloudflare account (main + Zero Trust / Access)
• Remove from Google Workspace (if applicable)
• Remove from Slack workspace
• Remove from Vercel
• Remove from 1Password / Bitwarden
• Remove from any supplier portals they had access to
• Revoke access to shared services they managed (Shopify admin, Amazon Seller, Google Ads, etc.)
• Reclaim any company-owned hardware

Credential rotation

• Rotate any shared credentials the person had access to — even if you trust them
• Rotate supplier API keys they could have seen
• Rotate any passwords in the shared vault they could have accessed
• Document what was rotated

Account transition

• Transfer any customer-facing contact info (email forwarding, WhatsApp business handoff) to their replacement
• Redirect / archive their email
• Ensure any customers or suppliers who were mid-conversation get a graceful handoff

Handover week (before last day)

Knowledge dump into the handbook

The departing person’s last focus is making sure what’s in their head ends up in the handbook. Specifically:

• Processes they own but haven’t documented — write SOPs now
• Ongoing projects — write a handoff doc with status, next steps, and any “watch out for” notes
• Relationships they own — introduce the replacement over email / in a call
• Tacit knowledge — “here’s how I’d handle X if it came up” — write it down

This is a mandatory deliverable, not optional.

Final 1:1 with Ray

An honest conversation:

• What worked well about working here?
• What didn’t?
• What would you change if you were me?
• Is there anyone you’d recommend for future roles?

No agenda beyond learning.

After last day

• Pay final amounts (salary, accrued leave, reimbursements) per employment terms
• Post a note in #general acknowledging their contribution (if the departure was amicable)
• Schedule a 30-day check-in (optional, but sometimes useful for learning what broke after they left)

If the departure is involuntary

Same process, more care:

• Notice and termination handled with the gravity it deserves
• Access revocation is immediate, not gradual
• No “working out a notice period” if trust is broken — pay in lieu if legally possible
• Follow local employment law precisely. Document everything.

If the departure is involuntary AND escalated (theft, breach, etc.)

Treat as an incident. See credentials policy. Rotate everything they touched. Contact Ray immediately, consult legal if needed.