Preboarding & onboarding software for frontline teams
Standardize onboarding, accelerate time-to-productivity, and deliver a consistent learning experience across every location and team.
AI assistant for building content · Tracks · Kanban with checklists · Courses & quizzes builder · Assignment review · Individual development plans · SSO (Google Workspace, Microsoft Azure) · Multilingual UI · Mobile-first web
Three patterns we see across operators we talk to. If any of them sound familiar, the rest of this page is for you.
Between offer-day and day 1, nobody talks to them. They get a counter-offer, lose interest, or just forget. You burned the recruiting spend and your shift is short again.
Your shift manager loses two hours a day to "translating the manual". Quality drifts. The new hire is productive in 4-6 weeks instead of one.
You audit a store and the new floor associate has never heard of the upsell script your other locations use. There is no single source. Drift is invisible until customers leave.
Is this for you?
Wherever people start on a shift, not at a desk — and where the offer-to-productive window decides whether they stay.
Bartenders, line cooks, front of house
Pickers, packers, shift crews
Cleaning, security, on-site crews
Housekeeping, front desk, F&B crews
Couriers and drivers onboarded fast
Sales floor, stockroom, seasonal peaks
Agents ramped to live calls fast
Single site with 50+ frontline staff or a 50-location chain — the pattern is the same.
Most frontline onboarding is stitched together from tools never built for it. The journey lives in one board instead.
The patchwork today
With onboarding.team
From the materials you already have to a journey that runs for every new hire — in three moves.
Bring your existing checklists, manuals, and SOPs into a single preboarding + onboarding track. Our AI helps break them into bite-sized learning modules, organize your content, and structure it into a clear onboarding journey — without a content team.
You assign each new hire to the journey your team built in their language. Preboarding starts the moment they accept the offer, not on day 1 — so they walk in prepared, not surprised.
Every new hire follows a structured onboarding track while an assigned mentor monitors their progress and supports them throughout the journey. Dedicated dashboards provide detailed employee statistics and a complete overview of onboarding across your organization, so managers always know who is on track and where help is needed.
Two phases. Each item is what it does for the new hire — not a feature on a list.
From signed offer to day 1 — the gap most operators leave unmanaged.
The onboarding journey starts as soon as the offer is accepted — not on the first working day.
Employees know what to wear, where to go, when to arrive, and who will meet them.
Forms and documents are handled digitally before the first day.
Employees learn the essentials about your business, culture, and expectations before they start.
Short touchpoints keep new hires engaged and reduce the risk of losing them before day one.
Day 1 onwards — from watching to running their station.
Short, sequential modules guide employees step by step instead of overwhelming them with lengthy manuals.
Quizzes confirm understanding before employees move on to the next stage.
Employees complete real-world tasks and submit them for review. Mentors approve assignments to ensure skills are applied in practice.
Every onboarding track can include a dedicated mentor, giving new hires someone to ask for help while managers stay focused on their work.
Managers and mentors can easily track onboarding progress through dashboards and detailed employee statistics.
Employees can complete onboarding anytime, anywhere from their phone — no app installation required.
What is in the platform
Outcomes are above. This is the catalog — every feature you can click on day one of the trial. No vapor, no “coming soon” mixed in.
One track per role, location, or hire profile. The same hire moves through preboarding (offer-accepted → day 1) and onboarding (day 1 → productive) inside one journey, not two disconnected products.
Turn the SOPs, notes, and checklists you already have into structured modules, quizzes, and assignments — without staring at a blank page. The assistant drafts and structures; you review and approve every word before a hire sees it. It speeds up the admin building the journey. It never talks to your new hires.
Every Individual Development Plan is organized as a visual Kanban board. Employees move through their development plan step by step, completing tasks like a checklist while tracking their progress in real time. Managers always have a clear overview of each employee's development and the next steps.
For any hire, the full record of their journey: every quiz attempt and result, every assignment submission and the manager who approved it, every step completed and when. Useful for a one-on-one, useful for a security review, useful for a re-hire conversation a year later.
Build your own modules and end-of-step quizzes inside each track — you author the content, we host the structure. The hire cannot move on until they pass. You see who passed, who failed, who needs another pass — without a separate LMS.
Assign experienced employees to onboarding tracks so every new hire has someone to guide them from day one. Mentors can monitor their assigned employees through a dedicated dashboard with progress overviews and detailed learning statistics, while managers stay focused on running the business.
Build your first onboarding track in as little as 15 minutes — no implementation team or technical setup required.
Three things you should expect — phrased as outcomes, not features.
Your preboarding journey runs from the moment they sign. Welcome message, day-1 expectations, a short context module on the company — light enough to feel cared for, structured enough to keep them engaged through the gap.
Built for the move from "watching" to "running their station" inside the first week. Each module ends with a check, each shift has practice. Your shift manager stops being a tutor.
One source of truth, one journey structure, one version of "good". Every new hire — across every store, kitchen, or warehouse — runs through the same onboarding, to the same standard.
Why we exist
Built for restaurants, retail chains, hotels, logistics operations — and single-site ops with 50+ frontline staff.
In hospitality and retail, the gap between offer-accepted and first shift is where you lose people you already paid to find. Preboarding closes the gap — light enough to feel cared for, structured enough to keep them engaged.
Most new hires can do the job. They just need to know what comes first, what matters today, and where to find the right information. A well-structured onboarding track guides employees step by step, giving new hires, mentors, and managers complete clarity throughout the journey.
Anything that needs a Gantt, a roadmap view, or a 30-minute training is the wrong shape for the floor. The board is the same shape as the shift board on the wall, the quiz is one screen, the assignment is one photo or one note. Friction is the enemy.
Put a number on it
Ghosted offers, first-90-day quits, and slow ramp do not show up on one invoice — so they stay invisible. Move the slider to see the yearly bill.
Job ads, recruiter & manager hours, screening, offer admin — the spend to source one hire. Not training.
Gross weekly wage you pay one frontline worker (e.g. $15/hr × 40h). Drives the slow-ramp cost.
Empty boxes use conservative frontline defaults ($2,000 to fill a role, $600/week pay). Type your own for a number that is actually yours.
Of that, $103K–$205K is realistically recoverable with a structured preboarding and onboarding journey.
At 30 hires a month, the recoverable loss is 10×+ the plan price. The platform pays for itself if it saves you just 2 hires a year.
Everything below runs on annual hires — your monthly figure × 12 = 360/year. The plan tier is set by the monthly number (30/mo → Growth), exactly like billing. No double-counting: the two money inputs cover different things, explained next.
The two numbers you type
Cost to fill one role ($2,000). What it costs to find one person: job-board spend, the hours a recruiter and a manager put into sourcing and screening, and offer paperwork. It does notinclude training — that lives in the ramp line below, so nothing is counted twice. We default to a deliberately low frontline figure; SHRM’s all-roles average is roughly double, but that blends in salaried roles.
Weekly pay ($600). The gross wage you hand one frontline worker each week (about $15/hour over a 40-hour week). It is the price tag on a week of their time — used only to value the weeks lost to slow ramp.
The three losses
No-shows before day 1 = annual hires × 10% × cost to fill a role. In peak-season frontline hiring, no-show rates can run much higher; we use a conservative 10% (about 1 in 10). Each one means you pay to source the role a second time.
First-90-day churn = annual hires × 20% × cost to fill a role. Frontline early turnover is high and onboarding is its biggest lever (Brandon Hall Group, SHRM); we only count the slice a structured journey realistically prevents.
Slow ramp = the hires who actually start (annual hires − 10% no-shows) × 2 extra weeks × weekly pay × 50%. Without a structured journey a hire takes ~2 extra weeks to run their station alone; over those weeks you pay full wage for roughly half the output, so half the wage is money for work you did not get.
Recoverable range. Only 25–50% of the total — the part a structured journey can realistically claw back, and only if you act on it. A tool nobody opens recovers nothing. This is the honest number to plan against, not the headline.
On the multiple. At 30 hires a month and these inputs, the recoverable range works out to 43×–86× the $2,388 Growth plan. We deliberately cap the headline at “10×+” and lead with the recoverable amount instead — a believable claim matters more than a big one.
All figures are in US dollars. This is an estimate to frame the conversation, not a quote — your own numbers will differ, which is exactly why both boxes are editable.
EU-hosted, GDPR-compliant, and built so you are never locked in.
Data stays in EU-region data centers, encrypted at rest and in transit, with automated backups we run for you.
You are the data controller; we process hire data only on your instructions.
Google Workspace and Microsoft Azure — identity is never paywalled.
Delete any hire’s data yourself, or cancel and walk away, at any time. No exit fee, no hostage data.
If your question is not here, just write to us — we answer every email.
Preboarding is everything between the candidate signing the offer and their first day on shift — the gap most operators leave unmanaged. Onboarding starts on day 1 and runs through ramp-to-productive. We treat them as one journey because the same hire moves through both, and the cost of dropping either one is the same: a missing person on the floor.
Each learning module can include a quiz to reinforce knowledge and check understanding. For skills that require practical application, employees complete assignments and submit their work as a note, photo, or file. Assigned mentors review submissions, provide feedback, and approve completed assignments, ensuring employees are ready to apply what they have learned in the workplace.
Yes. That is what preboarding is for. As soon as a new hire joins the onboarding track, they can access welcome materials, complete paperwork, learn what to expect on day one, and get familiar with your company before their first shift.
The platform is available in English, Spanish, and Italian. An admin picks the language in settings and applies it across the account, so your whole team works in the same language. Your own content — modules, quizzes, assignments — stays exactly as you wrote it. We do not translate it for you.
No. The platform is designed for non-technical users. Everything can be configured through a simple interface, with built-in guidance to help you every step of the way.
Both. The pattern we solve — preboarding ghost-rate, ramp time, language barrier, consistency — shows up in single sites with 50+ frontline staff just as much as in 50-location chains. Dark kitchens, central catering ops, and large standalone retail are a fit too.
Employees follow a structured onboarding track that combines learning modules, quizzes, practical assignments, and mentor check-ins. Each step builds on the previous one, giving new hires a clear path from day one to full productivity.
Managers and mentors can monitor progress through dashboards and detailed employee statistics, review assignments, and quickly identify who may need additional support. For personalized growth beyond onboarding, create Individual Development Plans (IDPs) tailored to each employee and manage them on a visual Kanban board.
Yes. Mentors can be assigned to an onboarding track or to a specific employee. New hires automatically inherit the assigned mentor when they join a track. Mentors can monitor their assigned employees through a dedicated dashboard, receive assignment review notifications, and approve completed assignments. There is no AI matchmaking — you decide who is the best fit.
Not from scratch. Bring the materials you already have — checklists, manuals, SOPs, or PDFs — and turn them into structured onboarding and training content. The platform helps you organize everything in one place, so you can launch much faster without building every course from scratch.
Single sign-on works with Google Workspace and Microsoft Azure, and it is included on every plan — we do not paywall identity. Your managers, mentors, and admins sign in with the corporate account they already use, so there is no extra password to hand out. Employees without a corporate account can simply be invited by link instead.
Yes. Every new account includes a 14-day free trial with access to all core features. Use it to build your first onboarding track, invite employees, and see how the platform works with your own onboarding process.
You can add employees in three ways: manually, by sending them an invitation link, or through SSO. Choose the method that best fits your onboarding process — whether you are adding a single employee, inviting an entire team, or using your existing authentication system.
No. Training platforms are built for ongoing learning across the workforce. We are built for the specific journey from offer-accepted to productive — the first weeks of a new hire. We ship modules, quizzes, and assignments inside the journey because onboarding needs them — not because we want to replace your training stack. Once the hire is productive, we hand them off.
Yes. Every account includes ready-to-use 30-60-90 day templates for Individual Development Plans (IDPs). Customize each template with your own goals, tasks, learning materials, and milestones to create personalized development plans for any role, employee, or career path.
In one place: content creation. The AI assistant helps turn your existing SOPs, manuals, checklists, and documents into structured learning modules, quizzes, and assignments — so you are not starting from a blank page. Before publishing, you review the content and make sure it is ready to share with your employees.
AI does not interact with your employees, generate content on the fly during onboarding, or assign mentors. Every onboarding experience is based on content you have reviewed and approved.
Most companies launch their first onboarding track within 15–30 minutes. The platform guides you through every step with built-in hints and step-by-step recommendations, so you can get started right after signing up — no lengthy implementation or technical training required.
Yes. Monthly plans cancel at the end of the month, no questions asked. Annual plans are non-refundable for the remaining months but can be downgraded or non-renewed.
Yes — the hire interface is mobile-first web. A line cook, picker, or floor associate goes through every step on their own phone in the browser. No app install required and no app-store approval. Layout, controls, and tap targets are sized for thumbs, not for a mouse.
Free for 14 days. No card needed. Bring one role you hire for most often — see the journey running by Friday.