From the moment they signed the offer to their 90-day "landed" check-in — a journey that's personalized to the role, tracked across HR, IT, and the manager, and feels nothing like a checklist.
Day 1 · Senior Backend Engineer · Bengaluru
Five milestones, each with their own readiness criteria. AI tunes the tasks at each step to the new hire's role, location, manager, and worker type.
The day the offer is e-signed, the new joiner gets a personal pre-boarding link. Aadhaar, PAN, address proof, education certificates, ex-employer relieving letter — uploaded on their phone, parsed by AI, verified before they walk in. By Day 1, the paperwork is done — and they don't have to spend their first morning filling forms.
Asset shipping (laptop, peripherals, ID card) kicks off automatically. IT gets a ticket. HR gets a status board. The new joiner gets a tracking link.
The new joiner's Day 1 view, on their company laptop: a personal welcome, a 12-minute company intro video, system access already provisioned, the 1:1 with their manager scheduled, and a buddy assigned.
Behind the scenes, IT has provisioned Slack, GitHub, email, Notion. HR has finalized the offer record. Payroll has confirmed the bank details. The first morning is for meeting people and learning what the team's working on — not for filling out forms.
You design a journey template once for "Backend Engineer" — codebase walkthrough, on-call shadowing, first ticket assignment, eng all-hands intro. When Meera joins, the AI tunes that template to her seniority, her stack, her location, her manager's preferences.
14 tasks across 4 weeks. Owners assigned automatically — Meera, her manager Ravi, her buddy Priya, an IT person for the systems setup. Progress tracked, blockers surfaced, the manager doesn't have to remember.
On Day 30, both Meera and Ravi (her manager) get a structured check-in form. Three questions for the employee, three for the manager — both around fit, friction, and what's working. Not a 40-question survey; a 5-minute reflection.
Responses sit in the HR record. If a flag emerges — slow ramp, manager mismatch, missing context — HR sees it before the resignation letter, not after.
By Day 90, the onboarding journey is complete. The new joiner is contributing at expected pace, their probation has cleared (or been extended with a conversation), and their record exits onboarding with a handoff to the attrition-risk model in HR.
If the journey didn't land — if they're behind on tasks, if check-ins flagged issues, if probation extended — that's visible too. Not as a punishment, but as a place for the manager to focus.
It starts when Recruitment closes the offer, ends when HR picks up the steady-state employee record, and threads through Payroll, ESS, and IT along the way. One platform, one journey.
30-minute walkthrough — pre-board, Day 1, journey templates, 30/90-day check-ins.