Employee onboarding software for fintech scale-ups
Turn a signed offer into day‑90 momentum.
Coordinate preboarding, people, activities, learning, meetings, goals, feedback, and progress in one mobile-first journey. Give every owner a clear next step through day 90.
Watch videoPreboardingHelp every new hire feel expected before day one.
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First 30 daysBuild connection, confidence, and role clarity.
- Mobile-first for employees
- Desktop-efficient for HR teams
- −30 days
- Begin preboarding before the employee arrives
- +90 days
- Guide role clarity, connection, and early momentum
- Mobile-first
- Employee activities work across their devices
- AI Buddy
- Answers questions and sends timely reminders
Onboard1:52 product film
Give new hires a clear start.
See how activities, buddies and company learning guide new hires through their first 90 days.
Watch video
Play Onboard overviewOne continuous employee journey
Expected before arrival. Connected in week one. Confident by day 90.
Give employees, managers, buddies, and HR one structured journey with clear owners, timing, and visible progress.
- 01
30 days before arrival
Make the welcome feel real
Start the relationship while the excitement of signing is still fresh.
- Welcome information and personal email
- Document and approval workflows
- Relevant content by role and location
- 02
The first week
Turn a new workplace into a team
Help every new hire find the people, context, and confidence they need to get moving.
- Manager meetings and buddy workflows
- People finder and company stories
- Tasks, events, and timely reminders
- 03
Through day 90
Build clarity that lasts
Keep progress visible as role expectations, relationships, and early goals take shape.
- 30, 60, and 90 day goals
- Surveys and progress signals
- Clear ownership for every next step
Onboarding is a people experience
Software keeps the journey moving. People make it matter.
Create space for the moments that turn a signed offer into belonging: a warm welcome, a manager who is ready, and a buddy who makes the unfamiliar feel easier.
Every journey should make room for a manager, a buddy, and the people who turn a new workplace into a team.
- 01
Feel expected before day one
- 02
Build clarity with a manager
- 03
Create connection through people
Interactive onboarding stories
Do not explain the company. Let people discover it.
Turn company knowledge, role context, and fintech scenarios into online escape-room-style stories. Employees investigate information, find clues, and solve meaningful problems instead of clicking through another slide deck.
- Online and offline story elements
- Missions, levels, points, badges, and rewards
- Progress that shows what has been discovered and what comes next
Interactive storyChapter 2 of 4
Your missionFind the payment principle hidden in the customer case.
Customer promiseRisk signalFinal clue
2 of 3 clues found
AI Buddy
Answers when employees ask. Reminds them before HR has to.
AI Buddy handles first-line employee questions using company knowledge and sends activity reminders through email or WhatsApp. Additional communication channels can be configured as bespoke implementations.
- First-line answers for everyday employee questions
- Email and WhatsApp activity reminders
- Clear escalation when a person needs to step in
AI BuddyCompany knowledge assistant
OnlineOnboarding automation
Automate the coordination. Keep the experience personal.
Build repeatable journeys without treating every employee the same. Personalisation, timing, audiences, and communication stay under HR control.
Reminders
Nudge the right person
Trigger timely employee and stakeholder communication when an activity is due or needs attention.
Audiences
Route by role and location
Use departments, locations, dynamic groups, and recipient rules to deliver relevant content.
Email transition
Bridge personal and work email
Keep preboarding communication connected when an employee moves from a personal address to their business account.
Languages
Onboard across markets
Create multi-language content for distributed and international employee groups.
Templates
Start from a proven journey
Reuse standard journey templates or build bespoke orchestration for more complex programmes.
Integrations
Connect your HR ecosystem
Use HRIS integrations to reduce duplicate administration and keep employee data moving.
Journey analytics
See momentum before a new hire goes quiet.
Use journey dashboards, surveys, NPS measurement, and progress signals to understand what employees complete and where HR or a manager should step in.
- Visible progress across preboarding, first 30 days, and day 90
- Surveys and NPS measurement throughout the journey
- Attention signals for overdue or unanswered activities
Journey dashboardFintech new hires · Q3
18 active4 people need attentionTwo overdue activities and two unanswered surveys
Gamification with a job to do
Make progress feel visible and worth continuing.
Playfulness supports clarity, momentum, and active discovery. Every game mechanic should help an employee understand the journey.
Missions
Give every activity a purpose
Frame activities as meaningful missions with a clear goal, context, and next step.
Progress
Reward real movement
Use levels, points, badges, rewards, and visible progress to recognise completed milestones.
Stories
Turn knowledge into discovery
Ask employees to find and apply information through interactive stories instead of passive content.
Plan one real employee journey
Evaluate the handoffs around one upcoming start date.
A useful onboarding conversation begins with a real start date, the people who own preparation, and the moments that should feel clear to a new employee.
Name the people who own the first handoffs.
What should be ready before day one?
Bring one upcoming employee start date and map the manager, buddy, HR, and internal teams that own a task, meeting, file, or message before day one.
How do owners keep their context?
Keep the relevant journey activity, owner, and timing together so a person can see what needs their attention without rebuilding the plan from separate tools.
Keep a foundation, then add context.
What does every new hire need?
Review the shared welcome information, company discovery, people connections, and early moments that give every employee a clear starting point.
What should change by role or location?
Use the journey to add relevant role, team, or location context without creating a separate one-off process for every employee.
Use progress to find the human follow-up.
Where does the journey need attention?
Review progress, feedback, and overdue activities together so HR can see where a manager, buddy, or internal owner should follow up.
Who still owns the action?
Onboard coordinates the work. People remain responsible for the action and the decisions that belong to them.
Onboard FAQ
What HR teams need to know before launch.
Clear answers about timing, AI Buddy, storytelling, integrations, and journey design.
Does Onboard only cover an employee's first day?
No. Onboard can begin 30 days before arrival and guide the employee through their first 90 days with preboarding, role readiness, meetings, goals, stories, and progress.
What does AI Buddy do?
AI Buddy answers first-line employee questions and sends activity reminders through email or WhatsApp. Other communication channels are available as bespoke implementations.
How does storytelling work?
Storytelling is delivered primarily through online, escape-room-style experiences. Employees investigate information, solve problems, and apply what they learn rather than passively clicking through slides.
Can different employee groups receive different journeys?
Yes. Journeys can use departments, locations, dynamic recipient groups, languages, access windows, and bespoke orchestration to deliver relevant experiences.
Can Onboard connect with our HRIS?
Yes. HRIS integrations are supported. We confirm the precise integration, data flow, and implementation requirements with your team.
Protect the momentum you created while hiring
Make every new hire feel expected from day one.
See how Onboard connects preboarding, people, stories, goals, communication, and progress through the first 90 days.
- Mobile employee experience
- −30 to +90 day journeys
- AI Buddy
- GDPR controls
- Document workflows