30Operations

Onboarding Orchestrator

A 30/60/90 plan tailored to the role, weekly check-ins that surface ramp risk before the manager notices, and a manager dashboard that turns onboarding from a chore into a system.

The problem

Time-to-productivity for new hires runs 90-120 days at most SMBs — and 20-30% of that time is spent rediscovering things the previous hire already learned. The hiring manager builds a 30/60/90 plan once, abandons it by week 2, and stops checking in until something visibly breaks. Ramp risk (slow IDE setup, stalled access requests, no shadow calls scheduled, unclear first project) compounds silently. Employee NPS in the first 90 days predicts 12-month retention, but nobody is measuring it. The cost of a broken onboarding shows up 6 months later as regretted attrition on a $120K SDR or AE.

Typical leak: Time-to-productivity for new hires 90 → 45-60 days; ~$8-22K saved per hire on a $120K SDR; 90-day regretted-attrition rate cut 30-50%

Time-to-productivity + 90-day retention

Time-to-productivity 90 → 45-60 days; ~$8-22K saved per hire; 90-day regretted-attrition cut 30-50%

Integrates with

GreenhouseLeverAshbyRipplingGustoBambooHRAsanaMonday.comNotionSlackMicrosoft TeamsGmailClauden8n

How it works

Agent · Onboarding Orchestrator

Rippling · Sarah signed offer

30/60/90 plan instantiated

Week-1 checklist in Asana

Day-7 manager check-in scheduled

Day-30 review template loaded