Get new hires
up to speed remotely

+82%

increase in
skills developed

+44%

increase in
engagement

+80%

increase in
productivity

Journey takes care of onboarding challenges even when new hires are remote

Connecting with co-workers is hard for remote new hires.

New hires, overwhelmed with manuals and training, can not understand what is business-critical.

New hires receive little guidance from supervisors or co-workers.

Journey takes care of onboarding challenges even when new hires are remote

Connecting with co-workers is hard for remote new hires.

New hires, overwhelmed with manuals and training, can not understand what is business-critical.

New hires receive little guidance from supervisors or co-workers.

Journey 90-Days Onboarding in 90 Seconds

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Leading companies trust Journey

How Journey Onboarding Works

See how Journey support managers and newcomers to clarify roles, establish networks, and retain business-critical knowledge.

1 Day to start

Make new hires feel welcomed

Deliver personalized experiences to your new hires, such as greeting new hires with a welcoming video from the CEO, the manager, or the team.

Day 1

Connect them with key contacts

Help your new hires immediately meet with business-critical co-workers even when everyone is remote.

Day 2

Guide their journey with Job-Readiness Plans

Coach your managers to prepare 90-day job-readiness plans. Let new hires focus on what is essential rather than dumping way too much information into their laps.

Day 14

Track Progress with Check-Ins

Send bi-weekly check-ins to new hires. Let managers easily see their new hire's progress with a few quick questions that track progress.

Journey responds to the fundamental needs of the onboarding process such as digitalization, creating personalized content, and delivering the right information at the right time.
Sevil Kayas Yilmaz - Head of Talent Strategy and Development at Vodafone
“Journey supports managers and new hires to focus on business-critical topics such as clarifying roles and establishing networks and not be burdened with non-essential information.”
Rengin Onay -
The Coca Cola Company, Senior Human Resource Director

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