WorkAI Automations3 min read
Onboarding that runs without chasing anyone
Every manager-level hire has a written plan on day one, and the manager is prompted at the moments that matter.
Built by our founder in the Chief People Officer seat of a private-equity-backed software company, for its own people function. Built in 30 days, inside the company’s own systems.
The problem
Onboarding was a laptop and a calendar invite. New managers found out what they had really been hired to do in week six.
Ninety-day regretted attrition was the most expensive line nobody reported, because nobody was measuring it.
What we built
A trigger from offer accepted that sends the hiring manager a two-minute form on priorities.
A 30-60-90 plan, stakeholder map and success measures drafted by AI from the company template and the manager's answers, written to the hire in the second person, and approved by the manager before it is sent.
Manager prompts at day 7, 30, 60 and 90, each with two questions and one-click logging.
A monthly onboarding page showing plan coverage, check-ins completed against due, and manager confidence at day 90.
How it works
The hire receives the plan on day one with the first-week checklist. The manager already knows the check-in dates because the calendar was set at offer.
A missed check-in is visible to the HR lead within the week, not at the exit interview.
At day 95 the HR lead gets a summary of how the hire landed, drafted from the logged check-ins.
The result
Managers own onboarding because the system makes it the easy thing to do.
Whether a hire is landing is known in time to do something about it.
Plan coverage and day-90 outcomes sit on the scorecard next to attrition, where the board can see them.