Onboarding

A good onboarding process touches a lot of people — IT, facilities, reception, the new hire’s manager, and HR itself. Access needs to be provisioned, equipment ordered, orientation sessions booked, and a stream of information delivered at a pace that doesn’t overwhelm someone in their first week.

Handled manually, this falls apart as headcount grows. Steps get missed, timing becomes inconsistent, and a small HR team ends up spending its time chasing coordination instead of the parts of onboarding that actually need a human touch.

Introist starts the moment an offer is accepted, automatically triggering the tasks and messages that follow — organizing equipment, access, and accounts; scheduling orientation sessions and meetings with the new hire’s team lead; and sending calendar invites complete with agendas, so nobody walks into a meeting unprepared.

Instead of front-loading a new hire with every policy and process on day one, information is paced out over the first weeks, tailored to their specific role. Team leads receive advance notice before their new hire’s start date and a clear brief on what’s expected of them. And through to the end of probation, the process keeps track of what still needs to happen — reviews, check-ins, and documentation — without anyone having to hold it in their head.

New hires get a consistent, well-paced experience whether they’re the first person to join this quarter or the twentieth. Team leads show up prepared. And HR’s time goes toward the parts of onboarding that benefit from a human — not toward manually coordinating access requests and calendar invites.