Controls to reduce risk and protect access
- Visibility permissions by user and role
- Own password or SSO access
- Secure connections over HTTPS
- Activity traceability
Support every new hire from their first day
Onboarding that measures the experience from recruiting, delivers induction online, and connects your new talent with their development.
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- +600K
- active users
- +1000
- companies running
- +16
- countries
A strong start and much more (if you need it)
Onboarding is just the start. Our whole talent platform, in one place.
Performance & Development
- Competencies and values
- Objectives · OKRs and KPIs
- 360 · 180 evaluation
- 9-Box Matrix
- AI development plans
Recruiting
- ATS · Pipeline
- Requisitions and openings
- Psychometrics
- Onboarding
Satisfaction
- Surveys and pulses
- Work environment
- Internal communication
Compliance
- NOM-035
- NOM-037
- Seating Law
Training
- LMS and learning paths
- Your own content
- Certificates
People Administration
- Employee files
- Time off and incidents
Four steps. From candidate to the employee who stays.
You measure how they experienced selection, deliver their induction online, follow their satisfaction through the first 360 days, and connect them with their development.
Step 01 · Recruitment process satisfaction
The experience starts before day one
Ask the person you just hired how they experienced your selection process, while it is still fresh.
- Survey at the end of the processIt goes out on its own when the candidate moves to hired.
- Friction pointsResponse times, interviews, clarity of the offer and communication.
- Connected to recruitingIt pulls the opening and pipeline data, with nothing captured twice.
- Results by opening and recruiterCompare the experience by area, position or process owner.
Step 02 · Online induction and training
Induction online, from day one
Every new hire gets their induction path the moment they are registered, without depending on someone remembering.
- Induction pathCourses, policies, values and documents every new hire must cover.
- Automatic assignmentOn registration they receive their access, their path and their reminders.
- Your content or oursUpload your videos and materials, or use the platform's course catalog.
- Progress and evidenceYou know who completed what and when, with assessments and certificates.
Step 03 · Satisfaction across the first 360 days
The first year, measured by checkpoints
Short pulses at 30, 90, 180 and 360 days to know how the integration is going before it turns into a resignation.
- Automatic checkpointsEach pulse is triggered by every person's hire date.
- Short questionsFew items per checkpoint, with open comments and answers in minutes.
- Early alertsSpot who is struggling to settle in and which manager to tell.
- Results by area and managerCompare the new hire experience across departments and leaders.
Step 04 · Connect with their development
From onboarding to their career plan
When induction ends, the new hire is already inside the same development cycle as the rest of the organization.
- Life and career planGrowth and succession paths visible from the first year.
- Development plansConcrete actions per person, with follow-up and the 70-20-10 model.
- Objectives from the startTheir first goals are aligned with their area from the beginning.
- Their first evaluationThey enter the performance and 360 feedback cycle with history from day one.
Same ecosystem
Do you also want to measure the climate across the whole organization?
Onboarding covers the first year. When you want to add work environment surveys, quick pulses, eNPS and internal communication for your entire workforce, it all lives in the same place and shares the same dashboards.
We protect your operation on three fronts.
Beyond supporting every new hire, the platform safeguards continuity, access and interoperability so your operation never depends on improvisation.
Continuity so you never lose critical information
- Scheduled database backups
- Incident recovery
- Exports for additional safekeeping
- History availability
Connectivity to operate with your current stack
Microsoft 365
Google Workspace- Integratec API
- SMTP / SSO / SAML
- Webhooks
Frequently asked questions about onboarding
What does the onboarding module include?
Four steps: the satisfaction survey about the recruitment process, the online induction and training path, the satisfaction pulses across the first 360 days, and the link to their life and career plan, their development plans and their objectives.
When are the first 360 days surveys sent?
You define the checkpoints. The most common setup measures at 30, 90, 180 and 360 days from the hire date, and the platform sends each pulse automatically to whoever reaches that mark.
Does it connect with recruiting?
Yes. When a candidate is hired in the recruiting pipeline, their onboarding starts: they receive the selection process survey and get their induction path assigned.
Can we use our own induction content?
Yes. You upload your videos, presentations, policies and assessments, or combine your content with the platform's course catalog.
Does the new hire need a platform user?
When you register them they get their access, and from there they see their induction, their surveys and their plan. Surveys can also be answered through a link or a kiosk when part of your staff has no corporate email.
What role do AI agents play?
They summarize the comments from each checkpoint, flag which areas or managers have the weakest onboarding experience and suggest actions, without taking judgment away from HR or leaders.
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