Preboarding & onboarding software for frontline teams
One kanban your shift manager already reads. Each new hire is a card. Each step — a module, a test, homework approved by the mentor.
Tracks · Kanban with checklists · Course & test builder · Homework review · Individual development plans · SSO (Google, Microsoft, SAML / OIDC) · Multilingual UI · Mobile-first web
Preboarding
Week 1
Certified
Platform preview
Three patterns we see across operators we talk to. If any of them land, 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 recruitment cost 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
Sales floor, stockroom, seasonal peaks
Pickers, packers, shift crews
Couriers and drivers onboarded fast
Agents ramped to live calls fast
Cleaning, security, on-site crews
Single site with 50+ frontline staff or a 50-location chain — the pattern is the same.
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 43×–86× the plan price. The platform pays for itself if it saves you just 1 hire 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.
Anchored in USD and spot-converted to 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.
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, in whichever language version your team has authored.
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 work. They just do not know what comes first, what matters today, who to ask. A kanban with the right columns and a checklist on each card makes the sequence explicit — for the hire, the mentor, and the manager.
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 test is one screen, the homework is one photo or one note. Friction is the enemy.
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. We help you split them into the right shape — short modules, day-1 essentials, week-one practice — 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.
Each new hire is a card on a kanban the shift manager already knows how to read. Modules pass, homework gets approved by the assigned mentor, the card moves on. One overview dashboard shows every hire still in a journey — who is ready, who is stuck — so nobody has to chase status.
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 silent.
They do not sit in silence after accepting the offer. The first touch happens automatically — so they do not drift, ghost, or accept a counter-offer.
What to wear, what to bring, where to go, who will meet them, when to arrive. They walk in prepared, not nervous.
Forms, IDs, agreements — handled digitally, not as a stack on their first morning. Day 1 is for working, not for filling out documents.
A short module on what your operation does, why it exists, what good looks like — read in whichever language version your team has authored.
A few short touchpoints between offer-day and day 1, calibrated to keep them engaged without overwhelming them.
Day 1 onwards — from watching to running their station.
Sequenced micro-modules built around how a new hire actually ramps — not a PDF folder waiting to be opened.
Multiple-choice or short-answer checks gate the next step. Your shift manager stops guessing whether the hire got it; the system shows pass / fail before the hire is on the floor.
Closing a station, opening a register, a first walk-through with a real customer — the hire submits proof (note, photo, file). Their assigned mentor reviews it and approves. The card moves on the board only when the work is done, not when the video is watched.
Each new hire is one card moving across the columns of their journey. The mentor sees their hires and their pending reviews. No Gantt, no spreadsheet — the same mental model as the shift board on the wall.
Assign a mentor to a track — new hires entering it inherit them. They get the new-hire cards on their kanban, the reminders, and the homework to review — so your shift manager goes back to managing shifts.
One overview dashboard lists every hire still in a journey — who is ready, who is stuck, why. The metric is modules passed, homework approved, day-1 plan complete — not who watched the most videos.
The whole journey is mobile-first web — runs in any phone browser, no app install. A line cook reads the day-1 brief on the phone in their pocket — not on a desktop they do not have.
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.
Each new hire is a card. Each task is a checklist item the manager, mentor, or hire ticks off. Cards move across columns as the hire progresses — no Gantt charts, no spreadsheets, no PM jargon. A shift manager already knows how to read it.
Build your own modules and end-of-step tests 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.
For practical steps that cannot be tested with multiple choice — closing a station, opening a register, walking through a return — the hire submits proof (text, photo, file). Their assigned mentor or manager reviews it, approves, and the card moves on.
Turn the SOPs, notes, and checklists you already have into structured modules, tests, and homework — without staring at a blank page. The assistant drafts and structures; you review, edit, and approve every word before a hire sees it. It speeds up the admin building the journey. It never talks to your new hires.
A familiar shape for buyers who already think in 30-60-90: pre-built track skeletons you fill with your own content. Equally usable as a 1-week ramp for high-turnover roles, or a 12-week ramp for skilled positions.
Assign a mentor to a track (or to a specific hire). New hires entering that track inherit the mentor, who sees only their hires on their kanban board, gets reminders for upcoming reviews, and approves homework. Your shift manager is not pulled into every step.
Mass onboarding runs as a track every new hire follows — the hire opens "My track" and works through the list of modules, tests, and homework. When one person needs something tailored — growing into a new role, or a personalized plan after the standard onboarding — you assign them their own track and run it on the kanban, person by person. Same building blocks, aimed at one individual instead of a wave of hires.
The admin and the hire interface ship in multiple languages — a Spanish-speaking shift manager runs the dashboard in Spanish, a Tagalog-speaking line cook reads their day-1 brief in Tagalog. Content is authored by your team in parallel versions; we do the language routing.
Your team logs in with the corporate identity they already use. Google and Microsoft on every plan; full SAML / OIDC for Okta, Azure AD, and other corporate IdPs. Your hires use a one-time passwordless link or their phone — no install, no second password to remember.
One screen that lists every hire currently in a journey, the courses they are on, and where they are stuck — modules passed, homework awaiting review, day-1 plan complete. The metric is progress through the journey, not video minutes watched.
For any hire, the full record of their journey: every test attempt and result, every homework 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.
Export hire progress, test results, and journey status as CSV from any plan — useful for reporting, audits, and handoffs to your HR stack.
Mentors and managers get nudges when homework needs review or a hire is stuck — without anyone living in email.
EU-hosted infrastructure, encryption at rest and in transit, automated backups — handled by us so your team does not have to run it.
EU-hosted, GDPR-compliant, and built so you are never locked in.
Data stays in EU-region data centres, encrypted at rest and in transit.
You are the data controller; we process hire data only on your instructions.
Google, Microsoft 365, and SAML / OIDC — 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 yours is not here, just reach the team — we answer every email.
Preboarding is everything between the candidate signing the offer and their first day on shift — the gap most operators leave silent. 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 module ends with a short test (multiple choice or short answer). The hire cannot move to the next step until they pass. For practical work that a test cannot prove — closing a station, opening a register, walking through a return — the hire submits homework (a note, a photo, a file). Their assigned mentor reviews it and approves; the card moves on the kanban only after approval.
Yes — that is the preboarding phase. The moment a candidate signs, the welcome touchpoints, day-1 expectations, paperwork, and a first short context module start running automatically.
No — we do not auto-translate your content into other languages. Here is the actual model. First, the platform UI itself is multilingual, so a Spanish-speaking shift manager runs the admin in Spanish. Second, your team authors a separate journey per language your floor needs — for example one English journey, one Spanish, one Tagalog — all inside one account. When a new hire arrives, you assign them to the journey in their language. You write the words in each language; we host the journeys side by side and let each hire learn in the one that fits.
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.
Most of our customers buy in one of two ways: ops drives with HR as partner, or HR drives with ops as partner. Either works. The product fills a gap both functions feel — and the overview dashboard is useful to both. You can give HR full access, or keep it ops-only with read-only access for HR — your call.
A kanban board. Each new hire is a card. Each task on the card is a checklist item — a module to read, a test to pass, a piece of homework to submit. Cards move across columns as the hire progresses. The shift manager and the assigned mentor see the same board, filtered to their hires. No Gantt, no spreadsheet — the same shape as the shift board on the wall, just digital.
Yes — assignment-based, not algorithmic. You assign a mentor to a track (or to a specific hire); new hires entering that track inherit them. The mentor sees their hires on their kanban, gets the upcoming-review reminders, and approves homework. There is no AI matchmaking; you choose who fits.
You start with what you have — checklists, manuals, SOPs, even a few PDFs. The platform gives you the structure (track templates, module skeletons, a kanban with the right columns) and you slot your existing material in. The built-in AI assistant helps you turn that raw material into structured modules and tests faster, so you are not staring at a blank page — but you review, edit, and approve every word. You stay the author; you do not need a separate content team.
For managers, mentors, and admins: full SSO (Google, Microsoft 365, and SAML 2.0 / OIDC for any IdP including Okta, Azure AD, JumpCloud, Auth0) is included on every priced plan from Starter up. We do not paywall identity. For new hires we use a one-time passwordless link by email — they do not need to remember another password to do their day-1 work.
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 valid customers too.
We hand the hire off. By the end of the ramp window they are productive on the floor; their ongoing learning, performance reviews, and HR lifecycle stay in your existing tools (LMS, HRIS, performance system). If someone later grows into a new role or needs a tailored path, you can give them an individual development plan on the same tracks — but that is still a defined journey with an end, not us taking over performance reviews or the HR lifecycle. We deliberately do not try to own the rest of the employee journey — that is a different job, run by a different stakeholder.
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, tests, and homework 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 — pre-built track templates in the 30-60-90 shape ship on every plan, and you can build your own track of any length. You fill the steps with your content; the same scaffold works equally well for a 1-week ramp on a high-turnover line role or a 12-week ramp on a skilled position.
In exactly one place: building content. The AI assistant helps your team turn existing SOPs, notes, and checklists into structured modules, tests, and homework — so the admin is not starting from a blank page. You review, edit, and approve everything before a hire sees it. What AI does not do: it never chats with your new hires, never paraphrases your SOPs on the fly, and never picks mentors for you. The hire experience stays human and reviewed — the assistant just removes the blank-page work for the person building the journey.
Most operators get a first preboarding + onboarding journey running within a week of starting the trial — using materials they already have. The bottleneck is usually deciding what is essential for day 1, not the tool.
Manually one at a time, or via CSV upload — that covers most operators on day one. If you need a deeper HRIS or ATS connection later, reach the team and we will work out what fits.
No 360, no wiki — those belong in your performance and knowledge tools, not here. Gamified learning is on the roadmap as an opinionated paid add-on for frontline shifts (points, streaks, micro-rewards) — when it ships it will be a clearly priced extra, not a hidden upgrade. We ship slowly and call out what is shipped versus what is in development.
Free for 14 days. No card needed. Bring one position you hire for most often — see the journey running by Friday.