Onboarding is not an HR formality. It's the first chapter of the employee experience. 97% of employees consider onboarding decisive for their engagement. And one in three leaves before the end of their trial period, for lack of a successful integration.
Between offer signature and day one, weeks, sometimes months, go by. Then come the first days, the ramp-up, the first feedback. Every step is an opportunity to confirm the newcomer made the right choice… or to plant doubt. Companies that lose new hires during the trial period don't just lose an employee: they lose the full cost of the hire, months of ramp-up, and a potential ambassador.
Conversely, an integration journey designed end-to-end turns recruitment into a durable advantage: stronger engagement, faster ramp-up, and an employer reputation that makes the next hires easier.
Employee experience is a system you steer with indicators: eNPS, 6 and 12-month retention, time-to-productivity. We define the metrics with you and track their evolution. It is the natural extension of employer branding (the promise) and recruitment (the encounter): employee experience is the proof.
A paced journey, from the candidate's yes to lasting engagement.
D-30 → D0
Keeping the link alive, welcome kit, introduction to the culture.
Day 1 → Wk 2
Structured integration journey, buddy, tool access, team rituals.
Month 1 → 3
Structured feedback, 30-60-90 objectives, managerial adjustment.
Month 3+
Mobility, mentoring, internal ambassadors, quality offboarding.
The topic in numbers
FAQ
The whole journey an employee lives, from accepting the offer to leaving: preboarding, onboarding, ramp-up, key moments, offboarding. It's the direct extension of recruitment.
Because it drives engagement and retention. A structured onboarding improves new-hire retention by 82% and productivity by over 70% (Glassdoor / Brandon Hall Group study). And well-integrated employees are 69% more likely to stay at least 3 years (SHRM).
The period between signature and day one. You keep the connection alive (content, contacts, logistics) so the newcomer arrives reassured and engaged, and to avoid losing them before they even start.
About one in three (33%) leaves within the first 90 days, often due to a failed integration. Yet only 12% of employees feel their company does onboarding really well (Gallup): a huge gap, and an opportunity.
Clear objectives for the first weeks, a journey adapted to the profile (Gen Z, executive, ops…), regular feedback rituals, and follow-up that goes beyond the first days, through the first months.
No. More than half of programmes focus on paperwork and compliance rather than people and integration. A real journey builds team integration, ramp-up and feedback rituals, from signature through the first months.
On concrete indicators: trial-period completion rate, time-to-productivity, new-hire eNPS and early turnover. We measure to adjust.
Resources
Guide
32% of employees have already left a company because of a failed onboarding. The 5 pillars, the 90-day rhythm.
Read the guide →Guide
1 in 5 permanent contracts ends during probation (DARES). The six leaks, the real cost, the four-step plan.
Read the guide →Complete guide
The 6 steps of an employee experience that retains, from day one to departure. French numbers and a 20-point checklist.
Read the guide →Contact
A scoping call to assess your current integration journey and identify the leaks.
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