01
Map milestones
Align checkpoints to your real onboarding programme.
Solutions · Onboarding
The first 90 days, instrumented.
Timed checkpoints that catch confusion, weak belonging, and manager gaps early — while new hires still give you a chance to fix it.
Onboarding surveysA great start shapes the journeyListen early. Build belonging from day one.
Programme brief
Built for teams that need a clear programme owner.
Who it is for, what ships, and how we run it.
Also known as a new-hire survey, 30-60-90 survey, or onboarding experience survey.
01 · Audience
Talent and HRBP teams that hire at volume and need early flight-risk signals without flooding managers with noise.
02 · Delivery
HRIS-triggered automation with optional managed design for the first cohort.
Participation by unit
Wave open · Day 6 of 14
Live
Overall
87%
Target 85%
Nudges sent
3.2k
Today
Remaining
1.8k
Non-responders
ETA
90%+
Projected
Retail North
96%
Corporate HQ
91%
Call Centre
88%
Field Ops
79%
Manufacturing
74%
New Joiners
97%
What is included
Everything in the programme spine.
- 0130 / 60 / 90-day checkpoints
- 02Early flight-risk flags
- 03Manager cues that respect anonymity
- 04Optional week-two micro-pulse
- 05PEACE®-aligned taxonomy
How we run it
From kickoff to proof.
A clear sequence leaders can brief in one slide.
02
Wire triggers
Hire-date or HRIS events launch each wave.
03
Monitor
Flag confusion, belonging, and support gaps early.
04
Coach
Give hiring managers team-level prompts, not finger-pointing.
Confidentiality
Trust that holds up in the room.
Alerts and packs respect thresholds — individual new-hire answers are never a manager scorecard.
First days
A great start shapes the journey.
Listen early — belonging, brand, and voice from day one.
Onboarding surveysA great start shapes the journeyListen early. Build belonging from day one.
Employer experienceEmployer brand starts insideMeasure the experience people actually live.
Employee voiceEmployee voiceListening creates better workplaces.
01 · Milestones
Surveys timed to how onboarding actually works.
Day-30 clarity, day-60 belonging, day-90 momentum — aligned to your programme, not a generic calendar.
Optional week-two micro-pulse for high-volume hiring cohorts.
TriggersHire date · HRIS sync
Length5–12 minutes
ChannelsEmail · SMS · WhatsApp
LanguagesLocalised invites
Participation by unit
Wave open · Day 6 of 14
Live
Overall
87%
Target 85%
Nudges sent
3.2k
Today
Remaining
1.8k
Non-responders
ETA
90%+
Projected
Retail North
96%
Corporate HQ
91%
Call Centre
88%
Field Ops
79%
Manufacturing
74%
New Joiners
97%
90-day flight risk
Cohort · 2,140 employees
142 flagged
Predicted vs. actual attrition rolling 12mo
Predicted
Actual
Model MAPE · 6.8%
02 · Early risk
See regret risk before the resignation.
Flags when new hires signal role confusion, weak manager support, or missing tools — in time to intervene.
Alerts go to HRBPs and programme owners with k-anonymity respected at every cut.
SignalsBelonging · clarity · support
RoutingHRBP · talent · manager
SafetyThresholds enforced
LinkOptional attrition model
03 · Coach
Give hiring managers something useful.
Team-level cues and conversation prompts — never individual finger-pointing.
Onboarding becomes a shared responsibility between talent, HR, and the hiring manager.
PacksManager summaries
ThemesAI open-text
Actions30-day playbooks
MeasureCohort trends
Manager scorecard
Team of 14 · Response 100%
Overall
84
+6 vs. co.
Purpose
88
+9
Empower.
72
−4
Connect.
91
+11