The short version
You learned a lot about each hire before day one. Start their growth plan from that evidence, check in on a rhythm, and feed what you learn back into hiring.
The handoff that loses everything
Hiring teams learn a lot about a person: how they answered scenario questions, where they scored strongest and what the panel worried about. On day one, most of that disappears into a folder nobody opens again.
Keeping it attached to the person gives managers a head start on coaching and gives you a way to check whether your hiring process works.
Days 0 to 30: onboarding that runs itself
- 1
A plan matched to the role
Build plans once, and the right one starts for each hire.
In Offers & onboarding - 2
Tasks and emails on a schedule
Welcome emails, first-day details and reminders, timed to the start date.
In Offers & onboarding - 3
One onboarding card for your team
Confirm or waive tasks and set the start date from the candidate profile.
In Offers & onboarding - 4
Day one: start from the hiring evidence
Grow is an add-on that picks up where hiring leaves off.
Every quarter: check-ins and pulses
- 1
Self-rating plus manager check
Each employee rates their own skills and their manager confirms. Disagreements are called out so you can talk about them.
In Grow - 2
Recurring pulses
Short surveys from templates, once or on a schedule. Results only show for groups of five or more, so people can answer honestly.
In Grow - 3
Capacity heatmap
Workload and blockers by department or manager, so you can see who is stretched.
In Grow
A simple year-one rhythm
- Day one: the profile starts from hiring evidence.
- Day 30: the first skills check-in.
- Every quarter: a check-in and a short pulse.
- Around day 90: ask the hiring manager to rate the hire.
Plan who is next
- 1
Succession plans
Mark critical roles, add successors with how ready they are, and see how deep your bench is.
In Grow
Close the loop with hiring
If people who scored well on the journey are rated well at 90 days, the journey is working. If not, revisit the questions and scoring criteria for that role, and check whether the knockouts screen out the right things.