Service · HR & Recruiting
Onboarding
A missing laptop isn't a detail. It's a message.
Designing an onboarding journey with content, responsibilities and checkpoints and running it for new hires. The result is a documented onboarding programme and new employees who are productive faster.
Usual
What you often get
The contract is signed, then nothing happens until day one. On the first morning, access is missing, the manager is stuck in a meeting, and “have a look around” is the whole plan. Whether it's a fit shows during probation, often too late.
IntoOps
What you get from us
Before day one, workspace, access and first tasks are sorted. HR, IT support and the manager work from the same checklist, and the conversations are fixed in the calendar. If the person came through our recruiting, onboarding already knows the expectations set in the interviews.
Service components
4 components. Each one available on its own.
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Steps, content and responsibilities from contract to probation end.
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Preparing workplace, access and welcome before day one.
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Role-specific training plans and materials.
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Structured feedback and decisions during probation.
What you'll have at the end. Results you can check.
- An onboarding process with checklists for HR, IT, the manager and the team.
- A welcome pack with everything new people need to know before day one.
- Role-specific plans with tasks, contacts and learning goals for the first weeks.
- Guides and fixed dates for conversations during probation, with documented outcomes.
- A short survey of new hires, with results fed back into the process.
When you need this. And how you'll know.
- New hires resign during probation, and nobody really knows why.
- You're hiring many people at once, and onboarding depends on individuals.
- On day one, access, tools or simply a plan are regularly missing.
- Managers are overloaded with onboarding and want a fixed process.
- You're opening a site, and the whole team starts in the same week.
Rarely alone. Never bundled.
Onboarding is usually part of a wider engagement, often alongside these services. You can still ask for Onboarding on its own.
Shows up in these initiatives.
You don't need a whole initiative to get Onboarding. These examples show where the service is often needed.
Good questions. Straight answers.
Do you handle onboarding without the recruiting?
Yes. Companies often find their people themselves, but onboarding happens on the side. Then we design the journey and support the first rounds until your team runs it alone.
Does onboarding software replace the process?
No. Software sends reminders and forms, but someone still has to design the process. If you need a tool, we select it with HR digitalisation and set it up to fit.
Do you run the probation reviews yourselves?
No, the manager does. We prepare guides, send reminders and record the outcomes. If you want, we support difficult conversations.
Is this needed if we rarely hire?
Yes, even more so. If you rarely hire, there's no routine, and a failed onboarding can mean starting the search again. For a few cases, a checklist, a plan and fixed review dates are enough.
Proof first. Contract second.
In the free Initiative Check, we listen for 45 minutes and ask the questions that usually only come up after the contract is signed. Then you get a short written assessment: what we see, how we would go about it and roughly what it would take.
No obligation. And if we're not the right fit, we'll tell you.
Or write to us at hello@intoops.com.