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Engage your employee from day one.

A successful hire is not measured at signature, but at day 90.

Use case · Employee Experience

The yes is only the beginning

97% of employees consider onboarding a defining moment for their engagement. Yet one in three leaves before the end of the trial period after a failed integration. Between signature and day one, then through the first months, every step either confirms or weakens your new hire's choice.

The cost of a failed onboarding is rarely visible at the time. It shows up later: productivity pushed back by months, a hire to restart from scratch, a team absorbing the gap and a poor signal sent to the market when an early departure gets talked about. Conversely, well-run first weeks turn a signature into conviction: the new hire knows why they are there, what is expected of them and who to talk to.

The journey we install

Engagement is not declared on day one, it is built on a continuum that starts before arrival and continues well beyond the trial period. We frame every step so that none rests on improvisation or on the goodwill of an overstretched manager.

D-30 → D0

Preboarding

Keeping the link alive between signature and day one, welcome kit, early access to useful information, a first taste of the culture so nothing is discovered on the first morning.

Day 1 → Wk 2

Immersion

The first two weeks mapped out in advance: a named buddy, tools and access ready, team rituals, clear first objectives rather than an empty diary.

Month 1 → 3

Validation

Structured feedback at regular intervals, 30-60-90 objectives, managerial check-ins to clear doubts on both sides before the end of the trial period.

Month 3+

Engagement

Mobility, mentoring, growing responsibility, internal ambassadors, and a respectful offboarding when the time comes, because how people leave gets talked about too.

Where it breaks down most often

Most early departures come not from a bad hire, but from an integration left to chance. The leaks almost always show up in the same places:

  • The gap between signature and day one. Weeks of silence during which a counter-offer or a doubt has all the time it needs to settle in.
  • An improvised first day. No workstation ready, no manager available, a new hire left waiting to be taken care of.
  • No feedback before the end-of-trial review. A mismatch is discovered too late, when it could have been fixed in a few weeks.
  • A manager left alone with integration. With no framework or checklist, onboarding depends entirely on their current workload.

What it changes

  • 92% trial-period validation with structured onboarding, versus 70 to 80% without.
  • Faster ramp-up thanks to 30-60-90 objectives and feedback rituals.
  • Engagement that lasts because the hire felt expected, framed and supported from the very first days.
  • Ambassadors from month one: a well-welcomed hire talks about it.

Contact

Do your new hires stay?

A call to assess your integration journey and find the leaks.

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