The First Two Weeks Set the Next Two Years.
Onboarding is the cheapest retention lever a team has, and most spend it on a laptop, a login, and a welcome lunch. This is the rest of it.
Onboarding Is a Process, Not a Welcome Email.
A new hire who is still guessing at month three cost you more than the recruiter did. Most of that is avoidable, and most of it is decided in the first fortnight.
Four modules covering the whole arc:
- What poor onboarding actually costs, in numbers you can show someone
- Streamlining the process — preboarding, orientation, documentation, automation
- Integrating a person into a team, not just a payroll system
- Setting expectations early, and reviewing them before they calcify
Fourteen templates, including a cost calculator you can take to whoever controls the budget.
Start whenever you like
Self-paced: 4 modules, Free.
What you'll learn
- How to quantify what your current onboarding costs, and make the case for changing it
- Measuring onboarding impact rather than assuming it worked
- Building a preboarding checklist so day one isn’t spent on paperwork
- Mapping and documenting the onboarding process end to end
- Where automation helps and where it makes a new hire feel processed
- Running a buddy system or mentorship pairing that doesn’t fizzle in week two
- Integrating someone culturally, not just functionally
- Setting up communication channels and introductions deliberately
- Establishing clear expectations, and the cadence for revisiting them
- Collecting early feedback while it can still change the outcome
Who this is for
- Team leads who onboard people more than once a year
- Scrum Masters absorbing new members mid-sprint
- Managers whose new hires take a quarter to become useful
What you get
- Four recorded modules you can take at your own pace
- Fourteen templates — checklists, planners, calculators, feedback forms
- A certificate of completion when you finish every module
- Yours permanently — free access doesn't expire
The fine print
What’s covered
Four modules, in order, each with the templates for that stage:
Module One
Focus: Why onboarding matters
- What poor onboarding costs, and how to calculate yours
- Assessing the impact of the onboarding you run today
- The case for treating onboarding as a retention lever
Module Two
Focus: Streamlining the process
- Mapping the onboarding process as a flowchart
- Preboarding — what happens before day one
- Planning orientation so it isn’t a day of slideware
- Documentation and automation, and where each stops helping
Module Three
Focus: Integrating new team members
- Buddy systems and mentorship that survive past week two
- Cultural integration rather than functional onboarding only
- Introducing someone to a team deliberately
- Setting up the communication channels they’ll actually need
Module Four
Focus: Expectations and responsibilities
- Establishing expectations explicitly rather than by osmosis
- Reviewing and adjusting them before they harden
- A regular feedback schedule for the first months
- Collecting early feedback while it can still change something
Modules unlock in order — finish one to open the next.
Training formats
Self-paced online, start any time
Free — a free account is all that’s needed to enrol
Prerequisites
None.