Onboarding software
The first 90 days, designed.
Pre-boarding, day-one, and the 30-60-90 review cadence in one connected experience. Built so the new hire is genuinely set up to succeed, not just provisioned with a laptop.
What's on this page
- The opinion behind it — what this module does and why it's built this particular way.
- Key capabilities — a tactile list of the actual features in the module.
- Who it's for — company stage, team size, and the kind of HR operator this fits.
- Documents that pair with it — $49 templates available right now that work with this module.
- Connected modules — how this fits in the wider system.
- Frequently asked questions — the things prospects most often ask before deciding.
What this module actually does.
Onboarding is the most leveraged 90 days of any employee's tenure. A bad onboarding doubles the probability of an early exit. A good one compounds for years. Most software treats onboarding as a checklist (sign these documents, complete these training modules) and stops there.
Our onboarding module starts seven days before day one (the pre-boarding window when the new hire is most receptive) and runs through the 90-day milestone review. Paperwork, equipment, system access, manager introductions, peer buddy assignment, first-week roadmap, 30-day check-in, 60-day formal feedback, 90-day continue/extend/terminate decision — all captured in one record.
The opinion built into the module: managers don't skip the 30-day check-in because they're lazy; they skip it because they don't know what to ask. The module gives them the structure, the questions, and the decision framework — so the conversation happens.
What you can actually do with it.
- 01Pre-boarding workflow that starts 7 days before day one
- 02Offer letter generation with at-will and contingency language
- 03Form I-9 collection and verification (US) / right-to-work checks (AU/UK)
- 0430-day, 60-day, and 90-day structured check-ins
- 05Manager guidance — questions to ask, signals to watch for
- 06New-hire self-service: equipment requests, system access, benefits enrollment
- 07Buddy assignment with structured first-week interactions
- 08Goal-setting workflow that feeds the performance management module
- 09Decision framework: continue / extend probation / terminate with documented evidence
- 10Integration with email, calendar, Slack, and equipment-provisioning tools
The right fit, honestly.
Growing teams that have crossed the threshold where onboarding via Notion docs and tribal knowledge starts failing — typically around 30 employees, when a new hire is no longer onboarded by the founder. Also small-and-mighty HR teams in 100–300 person companies who own the new-hire experience and need it to scale.
The onboarding templates, ready now.
Many of the documents that power this module are available individually right now. Buy what you need today; the system arrives when you're ready for it.
Standard Offer Letter (US, At-Will)
At-will employment, ready to send today.
90-Day New Hire Review
Probationary period assessment & decision framework.
Employee Confidentiality + IP Assignment
Confidentiality, invention assignment & non-solicit (US).
Where this fits in the wider system.
Performance Management
Reviews, goals, and feedback — in one accountable system.
Compliance & Documents
Every document, every signature, every retention rule.
Learning & Development
Skills, courses, and compliance training — that people actually finish.
What you might be wondering.
Does the onboarding module include payroll setup?
It collects the information payroll needs (W-4 in US, TFN in AU, banking details, etc.) and provides a clean handoff to your payroll system. Native payroll is on the late-2027 roadmap.
How long is the typical onboarding cycle?
The module covers from offer-accepted through the 90-day review — typically a 100-day window. After that the employee transitions to standard performance management.
What happens if the 90-day review is "terminate"?
The module captures the evidence base, surfaces the documentation needed for an at-will termination, and routes the matter to your HR business partner or legal counsel for the actual separation conversation.
Buy a onboarding template today.
The documents that power this module are available individually now. The full module ships when it's genuinely useful — not before.