Day one ready. Every time.
Templates per role, tasks per stakeholder, and a real handoff from recruitment — so new hires walk in knowing where they sit, who they meet and what to do.
Onboarding · Sarah Kim · Day 1
Senior Frontend · Engineering · Remote
- Send offer letter
- Collect IDs & docs
- Generate emp ID
- Assign hardware
- Provision SSO
- Setup VPN
- Welcome message
- Buddy assignment
- 30-day plan
- Sign contract
- Watch culture videos
- Day-1 paperwork
78%
Day-1 ready
12
Tasks
A wobbly Day 1 costs months of trust.
Onboarding is the first time a new hire feels your operating quality. Most stacks treat it as a checklist outside the employee record.
Tasks without owners
Onboarding lives in a doc with checkboxes. No one knows whose turn it is or whether IT shipped the laptop.
No visibility for managers
Managers find out a hire was delayed because the new joiner pings them on Slack. Day-1 surprises.
Recruitment hands off thin air
Offer accepted in one tool, onboarding instance created from scratch in another. The same data is keyed in twice.
Onboarding by role. Not a generic checklist.
A library of templates tuned per role and seniority. Click to apply, edit per hire — every change is versioned.
- 1Provision GitHub & repo access
- 2Setup local dev environment
- 3Pair with onboarding buddy
- 4Ship first PR (well-scoped)
- 5Read engineering charter
- 6Shadow on-call rotation
A real first month. Not a single Day 1.
Configurable phases with task chips per phase. Each phase is its own checklist with owners, due-dates and reminders.
Offer → Day 0
Pre-boarding
- Welcome email + portal
- Document intake
- Hardware shipping
- First-day brief from manager
Welcome
Day 1
- SSO & laptop ready
- Org tour & reading list
- Buddy intro
- Tooling check-in
Settle in
Week 1
- 1:1 with skip-manager
- Customer / product immersion
- First low-risk task
- Social: team lunch
Step into role
Month 1
- 30-day plan reviewed
- Goals set in Performance
- Feedback survey
- Confirmation checklist
The handoff that actually happens.
When a candidate accepts the offer, the same record becomes an onboarding instance. No re-keying, no double entry, the same audit trail.
Offer accepted · Sarah Kim
- Profile (name, IDs, emergency contact)
- Compensation, level, start date
- Hiring panel + scorecards
- Pipeline source (referral · Diego)
Onboarding instance · Sarah Kim
- Template applied (Engineer)
- HR / IT / Manager / Buddy auto-assigned
- Pre-boarding tasks fired
- Audit trail picks up where ATS left off
Cohort visibility. Without the spreadsheet.
See every active hire across cohorts. Filter blocked, overdue or stalled — drill in and chase the owner in one click.
Avg day-1 ready
94%
In-progress
30
Blocked
2
Engineering · Q1
12 hires
78%1 blockedSales · Q1
8 hires
92%On trackDesign · Q1
4 hires
55%1 blocked1 overdueContractors · ongoing
6 hires
88%On track
Onboarding shouldn't carry an EOR markup.
EOR platforms tack on $49+/employee/month for the same day-1 paperwork your HR team already runs. People onboards your owned workforce on the same operator pricing as the rest of HR — no markup, no contractor SKU.
Onboard with structure. Start with a template.
Configure once per role and reuse forever. Every hire feels intentional, every operator knows their tasks.
- Templates per role
- Recruitment handoff
- No per-employee fees