When a new hire's first week is mostly waiting.
The new hire shows up Monday. The laptop isn't ready, half the accounts don't exist and the manager is in meetings. They spend the week reading a handbook nobody has updated in two years.
How you know it's time.
- Accounts and equipment arrive days after the start date.
- Each manager onboards people their own way.
- New hires ask the same questions in the same order.
- Nobody can show which training someone actually finished.
It isn't anyone's fault.
Onboarding touches HR, IT, payroll, facilities and the hiring manager, and each keeps its own checklist. HR software tracks the forms, but the rest of the work is held together by email. Every hire feels a little different, so the process never gets written down.
What the work looks like.
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1
Start everything from the offer
A signed offer kicks off paperwork, account requests, equipment and the first-week schedule, each assigned to an owner with a due date.
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2
Train for the role
New hires get the training their role needs, in order, with short checks along the way. A forklift operator and a paralegal get different paths.
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3
Answer from the handbook
An assistant answers policy questions from your own handbook and procedures and links the exact section. When the answer isn't written down, the question goes to HR.
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4
Managers sign off
Key milestones need a manager's sign-off, so you can see who's ready for what, and the record is there when someone asks.
Common questions.
Does this replace our HR system?
No. Your HR system stays the record for employee data. We connect to it and handle the work around it that falls through the cracks.
What about sensitive employee data?
We follow your requirements on what the system can see and who can see it. Tax forms and personal details stay in the systems built to hold them.
What if our handbook is out of date?
Then the assistant will be too, so we usually start by finding the gaps. Every question it can't answer becomes part of a list of what to write next.
Can it track required training and certifications?
Yes. It can track required courses and renewal dates and remind people before anything lapses. Your compliance lead decides what's required, and we design to those requirements.
Does this sound like your team?
Tell us what's going on. A few sentences is plenty.