The moment you scale beyond a single operator, the asset stops being “an account” and becomes shared infrastructure: documented, permissioned, and monitored like any other production system. What follows is practical and buyer-oriented: criteria, guardrails, and handoff steps you can run without turning your team into a bureaucracy. Instead of generic advice, you’ll get an ops-grade checklist and a measurement cadence that helps you catch issues early. The emphasis is on prevention: clean permissions, documented ownership, and a workflow that makes changes auditable without being slow.
If you’ve ever lost half a day to a missing permission or a billing mismatch, you already know this: the asset is only useful when it behaves predictably under real workflow pressure. Your constraint today is card churn risk; that constraint should shape what you verify, what you document, and what you refuse to compromise on. Instead of generic advice, you’ll get an ops-grade checklist and a measurement cadence that helps you catch issues early. Along the way, I’ll call out the failure points that usually show up first: access drift, billing surprises, messy handoffs, and reporting gaps.
Selection logic first: building a purchase decision that holds up for Instagram programs
For Google Ads accounts for paid campaigns, start with a decision framework: https://npprteam.shop/en/articles/accounts-review/a-guide-to-choosing-accounts-for-facebook-ads-google-ads-tiktok-ads-based-on-npprteamshop/ Then verify ownership and billing first—admin access, payments, and recovery. Under card churn risk, teams move fast; the selection model keeps speed without turning every issue into a fire drill. If multiple people will touch the asset, plan for role drift: define who can add users, who can change billing, and who approves structural changes. If you’re running experiments, the asset must absorb change: new pixels, new team members, new budgets—without collapsing operationally. Operationally, you want an asset that supports least-privilege permissions, clear admin continuity, and predictable billing behavior. The cleanest teams keep a small dossier: ownership proof, access map, billing notes, recovery steps, and a log of changes once the asset is live. Avoid creating a single point of failure. Make sure at least two responsible people can restore access and resolve billing issues without delays. Write down the acceptance criteria before you purchase. That way, procurement, ops, and finance can agree on the same definition of “ready.” Keep the language buyer-oriented: you’re not judging aesthetics; you’re judging reliability, governance, and the risk surface of shared access. The objective is stability and predictability—so performance work happens on top of a clean control plane.
Separate procurement from activation. Procurement is about eligibility: ownership clarity, permissions, and billing readiness. Activation is about operational fit: who will manage creatives, who will own reporting, and how often the team will review performance and policy compliance. Teams under unstable payment rails often blur these steps and then discover problems mid-campaign. A two-step workflow reduces that risk and keeps the first week calmer. Keep a simple artifact inventory so people stop searching through chats for the latest decision. Add one escalation rule: who gets called first, and what gets paused while you investigate. Tie every permission to a task; remove permissions that have no current owner or purpose. Keep a simple artifact inventory so people stop searching through chats for the latest decision. Keep a simple artifact inventory so people stop searching through chats for the latest decision.
Governance detail matters here. Define a named owner, a backup owner, and a change window. Then document a minimum set of controls: who can add users, who can change billing, and who can alter critical settings. A lightweight log—date, change, reason, and approver—prevents confusion later and makes it easier to troubleshoot without blame. If you’re unstable payment rails, keep the controls simple: fewer roles, clearer responsibilities, and a strict “two-person” rule for the most sensitive actions. Tie every permission to a task; remove permissions that have no current owner or purpose. Keep a simple artifact inventory so people stop searching through chats for the latest decision. Tie every permission to a task; remove permissions that have no current owner or purpose. Add one escalation rule: who gets called first, and what gets paused while you investigate.
How to keep Instagram Instagram accounts usable across teams: without permission sprawl
For Instagram Instagram accounts, start with a decision framework: buy Instagram accounts with reporting sanity checks Then verify ownership and billing first—admin access, payments, and recovery. If you’re running creative operations, the asset must behave predictably across onboarding, launch, and weekly reviews. The biggest hidden cost is not the purchase price; it’s the hours lost when access breaks, billing stalls, or reporting turns into guesswork. A good selection process also defines what you will not accept—because saying “no” early is cheaper than untangling a messy setup later. If you’re running experiments, the asset must absorb change: new pixels, new team members, new budgets—without collapsing operationally. Operationally, you want an asset that supports least-privilege permissions, clear admin continuity, and predictable billing behavior. Write down the acceptance criteria before you purchase. That way, procurement, ops, and finance can agree on the same definition of “ready.” If multiple people will touch the asset, plan for role drift: define who can add users, who can change billing, and who approves structural changes. Keep the language buyer-oriented: you’re not judging aesthetics; you’re judging reliability, governance, and the risk surface of shared access. The objective is stability and predictability—so performance work happens on top of a clean control plane.
Treat access like a budget: spend it intentionally. Grant only the minimum roles needed for the current phase, and expand permissions only when a clear task requires it. Pair this with a periodic review—weekly during onboarding, monthly once stable. This is one of the easiest ways to prevent slow degradation in shared environments, especially for an internal growth team setups where multiple stakeholders need visibility but not control. Add one escalation rule: who gets called first, and what gets paused while you investigate. Add one escalation rule: who gets called first, and what gets paused while you investigate. Tie every permission to a task; remove permissions that have no current owner or purpose. Add one escalation rule: who gets called first, and what gets paused while you investigate. Add one escalation rule: who gets called first, and what gets paused while you investigate.
Governance detail matters here. Define a named owner, a backup owner, and a change window. Then document a minimum set of controls: who can add users, who can change billing, and who can alter critical settings. A lightweight log—date, change, reason, and approver—prevents confusion later and makes it easier to troubleshoot without blame. If you’re unstable payment rails, keep the controls simple: fewer roles, clearer responsibilities, and a strict “two-person” rule for the most sensitive actions. Add one escalation rule: who gets called first, and what gets paused while you investigate. Tie every permission to a task; remove permissions that have no current owner or purpose. Add one escalation rule: who gets called first, and what gets paused while you investigate. Tie every permission to a task; remove permissions that have no current owner or purpose.
The control-plane view of Instagram aged Instagram accounts: for multi-stakeholder operations
For Instagram aged Instagram accounts, start with a decision framework: aged Instagram accounts with stable permissions for sale Then verify ownership and billing first—admin access, payments, and recovery. In a an in-house performance team workflow, small ambiguities become expensive because no one is sure who can unblock access or approve changes. The cleanest teams keep a small dossier: ownership proof, access map, billing notes, recovery steps, and a log of changes once the asset is live. If multiple people will touch the asset, plan for role drift: define who can add users, who can change billing, and who approves structural changes. Write down the acceptance criteria before you purchase. That way, procurement, ops, and finance can agree on the same definition of “ready.” A good selection process also defines what you will not accept—because saying “no” early is cheaper than untangling a messy setup later. Think in cycles: procurement, onboarding, launch, weekly governance, and incident response. Your selection criteria should map to those cycles. The biggest hidden cost is not the purchase price; it’s the hours lost when access breaks, billing stalls, or reporting turns into guesswork. Keep the language buyer-oriented: you’re not judging aesthetics; you’re judging reliability, governance, and the risk surface of shared access. The objective is stability and predictability—so performance work happens on top of a clean control plane.
Make onboarding measurable. Pick a few signals that tell you the asset is usable: access confirmed for the right roles, billing method active, baseline reporting visible, and the ability to change budgets without unexpected errors. Then set thresholds for intervention. For example, if approvals stall or budgets fail to adjust, you pause scaling and fix the control plane. This approach is especially helpful during card churn risk periods when everyone is tempted to “just push it live.” Tie every permission to a task; remove permissions that have no current owner or purpose. Add one escalation rule: who gets called first, and what gets paused while you investigate. Add one escalation rule: who gets called first, and what gets paused while you investigate. Add one escalation rule: who gets called first, and what gets paused while you investigate.
Make onboarding measurable. Pick a few signals that tell you the asset is usable: access confirmed for the right roles, billing method active, baseline reporting visible, and the ability to change budgets without unexpected errors. Then set thresholds for intervention. For example, if approvals stall or budgets fail to adjust, you pause scaling and fix the control plane. This approach is especially helpful during unstable payment rails periods when everyone is tempted to “just push it live.” Add one escalation rule: who gets called first, and what gets paused while you investigate. Add one escalation rule: who gets called first, and what gets paused while you investigate. Keep a simple artifact inventory so people stop searching through chats for the latest decision. Add one escalation rule: who gets called first, and what gets paused while you investigate.
Where do teams lose time during onboarding, and why?
Define ownership like a contract
define ownership like a contract is easiest when you treat it as a repeatable routine rather than a heroic fix. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability. Small routines beat big meetings. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing.
Change windows and escalation paths
The practical version of change windows and escalation paths starts with definitions: what is allowed to change, who approves changes, and where you record them. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. Small routines beat big meetings. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing.
Decision logic that matches your constraint, not your hopes
A clean handoff is not a feeling; it’s a document plus a tested recovery step.
Build a stop-rule you actually follow
Teams underestimate build a stop-rule you actually follow because it rarely fails loudly. It fails quietly, by eroding predictability. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. Over time, it turns “tribal knowledge” into a stable system. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task.
Create a minimal dossier for every asset
The practical version of create a minimal dossier for every asset starts with definitions: what is allowed to change, who approves changes, and where you record them. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. Small routines beat big meetings. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal.
- Policy-Related Pauses: tighten roles to least-privilege and schedule weekly access reviews.
- Reporting Gaps: run a permissions snapshot and roll back unapproved changes.
- Access Drift: standardize naming and create a one-page reporting glossary.
- Budget Throttling: standardize naming and create a one-page reporting glossary.
- Inconsistent Naming Conventions: set budget guardrails and define an escalation path for payment errors.
- Tracking Misconfiguration: align billing ownership with finance and document who can edit payment settings.
- Billing Ownership Confusion: align billing ownership with finance and document who can edit payment settings.
A reusable table: criteria, owners, and stop-rules mbjt
Turn subjective impressions into criteria
turn subjective impressions into criteria is easiest when you treat it as a repeatable routine rather than a heroic fix. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. It’s the difference between scaling and multiplying chaos. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal.
| Criterion | What to verify | Why it matters | Practical acceptance threshold |
|---|---|---|---|
| Reporting baseline | Ability to see spend, conversions, and errors | Keeps measurement honest | Baseline dashboard works; data latency understood |
| Operational history | Change log or notes available | Speeds troubleshooting | Known last changes; stable for 7–14 days before scaling |
| Ownership continuity | Named owner + backup owner documented | Prevents access dead-ends | Two reachable admins; recovery path defined |
| Billing responsibility | Who pays; who can edit billing; receipts flow | Avoids spend stalls | Billing owner confirmed; payment method active |
| Permissions model | Roles mapped to tasks; least-privilege | Reduces accidental changes | Only required roles granted during onboarding |
Fill the table before purchase, not after problems start. It aligns stakeholders and prevents “silent assumptions”. If a criterion fails, either fix it immediately or stop the rollout.
Operational examples: how issues show up in the wild for Instagram instagram accounts
Hypothetical scenario 1: ecommerce team under payment volatility
In day-to-day operations, ecommerce onboarding pressure shows up as small friction. If you don’t name it, it becomes a weekly time sink. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. It’s the difference between scaling and multiplying chaos. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing.
The first failure point often looks like budget throttling. Instead of improvising, run a triage flow: pause scaling, confirm billing ownership, restore least-privilege roles, and rerun the reporting sanity check. Once stable, reopen tests with a smaller change window and a clear approver for structural changes.
Hypothetical scenario 2: mobile app team under payment volatility
mobile app onboarding pressure is easiest when you treat it as a repeatable routine rather than a heroic fix. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. Small routines beat big meetings. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal.
The first failure point often looks like reporting gaps. Instead of improvising, run a triage flow: pause scaling, confirm billing ownership, restore least-privilege roles, and rerun the reporting sanity check. Once stable, reopen tests with a smaller change window and a clear approver for structural changes.
Quick checklist before you scale 5cc6
Use this short list as a preflight before you scale or add stakeholders. It’s designed to be run in minutes, not hours. If an item is unclear, treat that as a stop-signal and fix the control plane first.
- Set a change window and escalation path for the first two weeks for Instagram instagram accounts
- Map roles to tasks; grant least-privilege permissions for the current phase
- Confirm named owner and backup owner; record who can restore access
- Verify billing responsibility and receipt flow; document who can edit payment settings
- Agree on naming conventions for campaigns, assets, and reporting exports
- Define a stop-rule for incidents: what triggers a pause in scaling
- Create a single source of truth for credentials, access, and change notes
- Document the handoff: what “normal” looks like and what to do when it isn’t
- Schedule the first weekly audit: permissions, billing status, and log review
Run it weekly during onboarding and monthly once stable. The repetition is the point: it catches drift before it becomes a crisis.
How do you know it’s safe to scale this week? on Instagram
Weekly review: what to check before you scale
weekly review: what to check before you scale is easiest when you treat it as a repeatable routine rather than a heroic fix. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing. Over time, it turns “tribal knowledge” into a stable system. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability.
- Confirm permissions: only necessary roles remain, and admin continuity is intact
- Confirm billing: payment settings are stable, receipts are accessible, and spend caps behave as expected
- Confirm measurement: baseline dashboards match your definitions and tracking hasn’t drifted
- Review the change log: identify recent changes that could explain anomalies
- Decide: scale, hold, or roll back—and record the reason in one sentence
This cadence keeps the system predictable. It also protects teams from “random walk” changes that degrade stability over time. Treat reviews as part of performance work, not overhead.
Closing notes: keep it compliant, keep it boring, keep it stable 5bwo
Reuse this table as your acceptance doc
Teams underestimate reuse this table as your acceptance doc because it rarely fails loudly. It fails quietly, by eroding predictability. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing. Over time, it turns “tribal knowledge” into a stable system. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task.
| Criterion | What to verify | Why it matters | Practical acceptance threshold |
|---|---|---|---|
| Permissions model | Roles mapped to tasks; least-privilege | Reduces accidental changes | Only required roles granted during onboarding |
| Billing responsibility | Who pays; who can edit billing; receipts flow | Avoids spend stalls | Billing owner confirmed; payment method active |
| Operational history | Change log or notes available | Speeds troubleshooting | Known last changes; stable for 7–14 days before scaling |
| Ownership continuity | Named owner + backup owner documented | Prevents access dead-ends | Two reachable admins; recovery path defined |
| Reporting baseline | Ability to see spend, conversions, and errors | Keeps measurement honest | Baseline dashboard works; data latency understood |
Fill the table before purchase, not after problems start. It aligns stakeholders and prevents “silent assumptions”. If a criterion fails, either fix it immediately or stop the rollout.
In day-to-day operations, operational resilience shows up as small friction. If you don’t name it, it becomes a weekly time sink. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. It’s the difference between scaling and multiplying chaos. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform.
Teams underestimate handoff discipline because it rarely fails loudly. It fails quietly, by eroding predictability. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. It’s the difference between scaling and multiplying chaos. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task.
The practical version of operational resilience starts with definitions: what is allowed to change, who approves changes, and where you record them. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. Small routines beat big meetings. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal.
handoff discipline is easiest when you treat it as a repeatable routine rather than a heroic fix. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. This doesn’t slow you down; it prevents rework. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal.
Teams underestimate operational resilience because it rarely fails loudly. It fails quietly, by eroding predictability. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. This doesn’t slow you down; it prevents rework. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal.
Teams underestimate handoff discipline because it rarely fails loudly. It fails quietly, by eroding predictability. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. The goal is fewer surprises, not more controls. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform.
Teams underestimate operational resilience because it rarely fails loudly. It fails quietly, by eroding predictability. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. This doesn’t slow you down; it prevents rework. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform.
handoff discipline is easiest when you treat it as a repeatable routine rather than a heroic fix. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability. It’s the difference between scaling and multiplying chaos. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task.
Teams underestimate operational resilience because it rarely fails loudly. It fails quietly, by eroding predictability. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability. This doesn’t slow you down; it prevents rework. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability.
A simple way to improve handoff discipline is to turn it into a checklist your team runs on a schedule. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. This doesn’t slow you down; it prevents rework. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal.
Teams underestimate operational resilience because it rarely fails loudly. It fails quietly, by eroding predictability. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. Over time, it turns “tribal knowledge” into a stable system. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing.
handoff discipline is easiest when you treat it as a repeatable routine rather than a heroic fix. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing. It’s the difference between scaling and multiplying chaos. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal.
In day-to-day operations, operational resilience shows up as small friction. If you don’t name it, it becomes a weekly time sink. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. This doesn’t slow you down; it prevents rework. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task.
The practical version of handoff discipline starts with definitions: what is allowed to change, who approves changes, and where you record them. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. This doesn’t slow you down; it prevents rework. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. Document it once and reuse it.
Teams underestimate operational resilience because it rarely fails loudly. It fails quietly, by eroding predictability. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing. This doesn’t slow you down; it prevents rework. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task.
Teams underestimate handoff discipline because it rarely fails loudly. It fails quietly, by eroding predictability. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability. The goal is fewer surprises, not more controls. Use naming conventions and a lightweight change log. When something breaks, you’ll know what changed and why, without guessing.
Teams underestimate operational resilience because it rarely fails loudly. It fails quietly, by eroding predictability. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task. Over time, it turns “tribal knowledge” into a stable system. Pair the routine with a sanity check: billing status, permissions snapshot, and reporting health. If any of those are off, pause changes until you restore normal.
The practical version of handoff discipline starts with definitions: what is allowed to change, who approves changes, and where you record them. Keep the workflow compliant: follow platform rules, keep ownership clear, and avoid risky shortcuts that create long-term instability. Decide what “good” looks like and write it down in plain language. Then map each role to a small set of actions they are allowed to perform. This doesn’t slow you down; it prevents rework. If the team is growing, add a short onboarding note so new people don’t invent their own way of doing the same task.
