Companies rarely lose new hires because they hired wrong. They lose them because the first 60 days were chaotic, unstructured, and lonely. We build onboarding that turns a signed offer into a productive, committed employee.
A new hire forms their opinion of your company in the first two weeks and decides whether to stay long before their first review. When onboarding is improvised — no plan, no owner, no clear 30/60/90 — you pay for it in slow ramp time, early attrition, and the cost of re-hiring for a seat you already filled.
The stretch between offer-accepted and day one is where you lose people to counteroffers and cold feet. We design pre-boarding that keeps new hires engaged and ready before they walk in.
Accounts provisioned, paperwork done, a real welcome, and a manager who knows the plan — not a laptop on an empty desk and a shrug.
Structured ramp plans with clear expectations and check-ins so new hires know what good looks like and managers know how to coach toward it.
I-9s, tax forms, state new-hire reporting, and policy acknowledgments — collected correctly and on time, every time.
Most onboarding fails at the manager level. We give managers the playbook, templates, and cadence so the experience is consistent regardless of who's running it.
We build the workflow into Gusto, Rippling, or BambooHR so it runs automatically instead of living in someone's head.
Book a free 30-minute HR Assessment. We'll look at your setup, find your biggest exposure, and tell you exactly what to prioritize — no pitch, no obligation.