For HR Managers and People leads at 50 to 300 person companies

Stop losing new hires in the first sixty days

Most companies lose new hires by month two because no one structured those first weeks. Employee Onboarding AI builds role-specific paths, automates intros and reminders, and gives managers real-time progress visibility. Engineering gets API docs and git on day one. Sales gets CRM training and territory context before the first call.

yourcompany.com/onboarding-paths

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Build a 30-day path for a new hire

Engineering Sales Customer Success

Generate onboarding path

Live result

Day 1Laptop provisioned, GitHub and AWS access granted, manager 1:1 scheduled, team intro doc shared

Week 1Local dev environment running, first PR merged, architecture overview with staff engineer, on-call shadow assigned

Day 30Owns one service end to end, completed security and compliance modules, manager check-in logged with progress score

Manager view14 of 18 tasks complete, 2 blockers flagged for HR, ramp pace 12 percent ahead of role baseline

$150

Per company per month

71/100

Adoptability score

$800M

HR tech TAM

The first 30 days, rebuilt

Most companies lose new hires by month two. Not because they hired wrong, but because no one structured those first few weeks.

Before

Before Employee Onboarding AI

Generic PDF checklist emailed once, opened twice, never finished
HR chases managers for intro meetings that keep getting rescheduled
Engineering hires wait three days for a working laptop and git access
Sales reps shadow calls for two weeks before touching the CRM
Nobody knows whether the new hire is on track or drowning

With Employee Onboarding AI

After Employee Onboarding AI

Role-specific paths built once, assigned in seconds to every new hire
Day-one access flows trigger automatically when offer is signed
Managers see real-time progress dashboards without chasing anyone
New hires hit productivity benchmarks 40 percent faster on average
Compliance, intros, and equipment requests run on a single timeline

From offer letter to fully ramped

Four steps that take onboarding from chaotic to repeatable.

Map the role, once

Spend an afternoon building a path per role: access, training modules, intro meetings, week-one goals, and 30-day milestones.

Trigger on offer signed

The moment the contract is countersigned, equipment requests, account provisioning, and manager prep tasks fire automatically.

Guide the first 30 days

New hires get a daily checklist in Slack or email. Managers get nudges. HR gets a cohort view of who is on pace.

Measure ramp at day 90

See completion rates, blocker patterns, and time-to-productivity by role. Tighten the path for the next hire based on real data.

Who builds paths in here

Four buyers running the first 30 days for very different roles.

HR Manager, 80-person SaaS

Standardize ramp across five departments

One platform replaces five departmental Notion pages and a shared spreadsheet. Every new hire gets the same quality first week regardless of which manager owns them.

People Ops Lead, 200-person agency

Cut time-to-billable for new consultants

Path includes client systems access, brand guidelines, and shadowing rotations. New consultants log billable hours by week three instead of week six.

Engineering Manager, 40-person fintech

Get engineers shipping code in week one

Day-one access to the repo, dev environment script, and a first-PR task picked from a curated backlog. Pairing schedule auto-populated with the team.

VP Sales, 150-person B2B company

Ramp reps to quota by month three

CRM training, territory walkthroughs, ICP roleplay, and a graduated call-shadowing schedule. Manager dashboard flags reps falling behind the ramp curve.

What it actually does

Three capabilities that turn a scattered first month into a structured ramp.

Role-specific path builder

Compose onboarding flows from reusable blocks for access, training, intros, and milestones. Build once for the role, assign in one click for every future hire.

Automated triggers and reminders

Offer signed kicks off equipment requests. Day three nudges the manager about the first 1:1. Day 14 surfaces stalled tasks before they become silent quits.

Manager progress dashboard

Every hiring manager sees ramp status, blockers, and pace versus the role baseline. HR sees the whole cohort. No more asking how it is going.

Give your next hire a real first week

Build your first role path in an afternoon and assign it to your next hire. If your first cohort does not finish onboarding faster within 30 days, we refund the month and help you export everything.

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Who this is for

B2B operators looking for productized point-solutions, agency owners reselling to clients
anyone with an existing audience or customer list to put this in front of

Who this is NOT for

Pure consumer apps, anyone needing custom enterprise contracts, hardware-first products

What you'd actually adopt

shippable in 4 to 6 weeks. Year-1 ARR mid-case around $108K (estimate). Investment to production around $32K. probability of meaningful success around 13%, by Fermi heuristics.

        Adoptability 74/100
        Estimates only
        What you should expect →
      

Want Employee Onboarding AI built out, or handed over?

This is not a purchase and there is no card field. It puts your address, this product, and whatever you write below in front of a person, and you get a written answer about what finishing it, or handing it over for you to run yourself, would actually take.

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