Onboarding that feels like belonging
A tool that gives every new hire a clear 90-day plan — who to meet, what to learn, and what's next. No one gets lost in their first weeks.
The first 90 days decide everything.
Most attrition in the first quarter isn't about pay or fit — it's about silence. People leave for reasons you could have caught in week two.
new hires quit within their first 90 days. Most managers learn the real reason in the exit interview — when it's already too late.
Jobvite Job Seeker Nation, 2023.
of employees say their company does onboarding well. The other 88% are guessing.
more likely to still be at the company three years later when onboarded with a structured plan.
higher new-hire retention when onboarding is structured, not improvised.
Replacing one early leaver costs up to 200% of their salary.
Recruiter fees, ramp time, the work that didn't ship, the teammate who covered for them. For a 120k role, that's ~$240k — burned on a problem a 15-minute weekly check-in would have surfaced.
Four moves that turn day one into belonging.
A built-in class of people who joined when you did.
Everyone who started this month becomes your shared starting line. Same rituals, same wins, same inside jokes — by week two.
Manager + Buddy, held together by one timeline.
Two relationships that usually fall through the cracks. Telepathy schedules them, nudges both sides, and tracks the warmth — so the 1:1s actually happen.
Small human steps. Not 47 PDFs in week one.
Coffee with your buddy. Shadow a call. Meet the cohort for lunch. Missions build context through people, not policy docs.
One nudge a day. The rest disappears.
Onboarding tools shout. Telepathy whispers — surfacing the single moment that matters today and letting everything else fade into the timeline.
Every mission ends with one tap. Fog gets routed in seconds.
Three dots — foggy, mostly clear, crystal. A foggy tap opens a Coach thread within a minute and feeds the leakiest briefs back to admins to rewrite. Clarity, measured per mission, not per quarter.
