Automated onboarding journey
Preparing a new employee's onboarding means personalising many documents: welcome booklet, first-week schedule, training path. The work is usually done in a rush in the days before arrival, so steps get missed and the welcome is standardised where the employee expects a framework designed for them.
An onboarding kit ready a week before day one
The welcome booklet, first-week schedule and training path are prepared in the days before arrival. The assistant produces a personalised kit in an hour, based on the role, department, level of experience and start date.
The kit is ready seven days before arrival. It uses the company's visual identity and adapts to remote working, a relocation or workplace adjustments. The manager and HR follow progress on a dashboard: steps completed, steps to come, feedback from the new employee.
The automated workflow
A structured process for fast, reliable results.
New employee data
The profile is entered: role, department, manager, start date, level of experience, specific needs.
Onboarding kit generation
The personalised welcome booklet, first-week schedule and training path are produced automatically.
Scheduling introductions
A schedule of meetings with key contacts is proposed, suited to the role and department.
Sending and tracking
The kit is sent to the new employee and their manager, with progress through the journey tracked.
Tangible results
Up and running in 3 to 4 weeks
From specification to deployment, with visible results from the first few weeks.
Frequently asked questions: Automated onboarding journey
More workflows: Human Resources
Annual review analysis
Annual review write-ups hold valuable material on training needs, career wishes and points of concern. Across several hundred employees, that material goes unused: a consolidated reading exceeds the time an HR department has.
Internal AI assistant
HR teams handle a daily flow of repeated questions: leave balance, health insurance, remote working, collective agreement, expenses. The answers are already in the agreements and procedures. Time spent answering individually reduces their capacity for recruitment, reviews and workforce planning.
Writing interview reports
Writing up recruitment, annual or career interviews keeps managers and HR busy long after the conversation ends. Written late, these reports lose precision and detail, which weakens their value for follow-up and for the next review cycle.
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