TALENT LIFECYCLE · PREBOARDING & ONBOARDING

Onboarding starts the day they say yes. Not the day they show up.

The most common onboarding "program" is still a stack of forms on day one. We design the path from offer to productive, then run it so nobody has to chase anyone.

Your Next Step

Paperwork done before day one. Every task owned and chased by the system.

12%

of employees strongly agree their organization does a great job onboarding new employees (Gallup, 2018)

The situation

"IT found out she started when she walked in. Her first morning was paperwork. By week two she was already wondering if she'd made a mistake."

The gap between yes and day one is where engagement is won or lost, and it's the stretch most teams leave empty. Then day one is forms, week one is improvised, and the first 90 days have no plan at all.

The cost of day-one paperwork

What it's costing you

Only 12% of employees strongly agree their organization does a great job onboarding

Gallup, 2018

1 in 4 companies spend just one or two days on onboarding

BambooHR

A third of new hires quit inside 90 days

Onboarding is the one part of the lifecycle every new hire experiences. Most organizations spend less time designing it than they spend on the job posting.

Process first

What the method designs

Stage 1

The gap between yes and day one.

What a new hire should hear, sign, and see before they arrive, so they show up connected and the paperwork is already done.

Stage 2

Day one and week one.

Who they meet, what's ready for them, what they'll actually do. Designed, written down, and owned.

Stage 3

The paper trail.

I-9 timing, state forms, acknowledgments, and the compliance record that has to be right the first time.

Stage 4

The first 90 days.

Check-ins, early training, and the signals that tell a manager someone is struggling before they resign.

Platform second

What the platform then runs

Preboarding triggered by the signed offer: tasks with reminders and an email drip before start, with your content, including video. Organization history, mission, benefits, a note from leadership.
Enter-once data collection. The new hire answers plain-language questions one time, on a mobile phone if they like, and every form fills from the answers.
Any form you already use. No forms library to be limited by, no per-form charge. The form the state, the carrier, or your counsel designed is the form that gets signed, in its native format, on screen.
Native I-9 workflow, employee and employer sections.
Task orchestration for everyone involved: one click generates the full hire packet, each task owned, dated, and notified. IT sets up the account, the manager preps the workspace, the new hire uploads certifications, HR approves. Each owner completes from the notification itself, and the system does the chasing.
Everything recruiting collected arrives already filled in. Nothing is re-keyed.
Push to payroll and HRIS where integrations exist, with more on the roadmap.
Onboarding dashboards and reporting.

Why it's often the easiest place to start

Onboarding is the most accessible entry point in the lifecycle. It can stand alone, it touches every new hire, and the before-and-after is visible to the whole organization within a single hiring cycle.

Bring your current day-one packet. We'll show you what to move before day one.

The Talent Improvement Session is free, runs about 60 minutes, and is not a demo. Within 48 hours you get your Talent Improvement Plan. And nobody will chase you afterward.

Your Next Step