Ninety Day Onboarding Conductor

For

HR leads at mid-size professional services firms

Solves

New hires stall because IT, HR and managers each miss their piece of the first ninety days.

Delivers

Tracked onboarding sequence with automated tickets, emails and escalations

Built in

about 2 weeks of creation time, MVP in 2 days

Investment

$5,500 for the MVP, $17,500 for the full product

Run it

Inside your business, or as part of your offer to clients

For HR leads at mid-size professional services firms, turn a role template and starter details into a tracked onboarding sequence with automated tickets, emails and escalations.

1. Create role templates with equipment, accounts, training and check-in dates.
2. Trigger onboarding from a webhook or short form.
3. Generate IT tickets and payroll notifications automatically.
4. Send the starter a dated checklist page.
5. Monitor completions and send escalating nudges.
6. Show a shared dashboard of all live onboardings and overdue steps.

What goes in, what comes out

The workflow

1. In
   Start with

   Role template and starter details

2. 1

   Define role template

3. 2

   Trigger onboarding

4. 3

   Create IT ticket and payroll notice

5. 4

   Send starter checklist

6. 5

   Monitor completions daily

7. 6

   Nudge manager then HR on missed deadlines

8. 7

   Flag overdue items on the dashboard

9. Out
   Finish with

   Tracked onboarding sequence with automated tickets, emails and escalations

AI does the heavy lifting, people stay in charge

Use language models to draft nudge messages and summarise stalled steps for managers. Keep all personally identifiable data out of the model; the agent only handles task metadata and notification text. A human reviews escalation wording and template logic before the agent sends anything.

What your team sees

Key screens: Role templates, live onboardings, escalation dashboard. Use a role template list with edit and duplicate actions, a live onboardings table showing each starter's progress against deadlines, and an escalation dashboard with overdue items, assigned owners and nudge history. Let users drill into a starter's checklist to see what is done, pending or blocked. Display statuses as on-track, at-risk and overdue. In this product, the first view is role templates, followed by live onboardings and escalation dashboard.

Accounts and administration

Role template versions, starter records, notification history, escalation states, manager and HR permissions, audit trail of every automated action and manual override.

Integrations and data access

HR system webhook, email service, IT ticketing system, payroll notification email, shared calendar, and a simple document signing tool.

We build with our own AI software development factory, so most implementations take days to a few weeks of creation time, not months. You see working software at every step, and exact timing depends on availability.

1. 1

   Scoping call

   Day 1

   Thirty minutes on your process, your data and how you want to run it: for your own team, or for your clients. You get a fixed scope and price for the MVP.

2. 2

   MVP

   2 days

   One buyer segment, one recurring use case; first modules: role template builder and live onboarding tracker. Manual review in the loop. Built by our AI software factory.

3. 3

   Paid pilot

   3 days

   Accounts, roles, review states, audit trail and the first integration, hardened for two to three paying pilot customers.

4. 4

   Full product

   6 days

   Self-serve onboarding, billing, monitoring and the wider integration set.

5. 5

   Run and improve

   Monthly

   We host, monitor and improve it for a fixed monthly fee, or hand it over to your team. How the retainer works.

Why we start with an MVP

An MVP, or minimum viable product, is the smallest version that your users can actually work with. It is not a cheap version of the full solution. It is a test, built to answer the questions that decide whether the rest is worth building.

1. Pick the riskiest assumption. Here: will HR leads at mid-size professional services firms use it to solve "new hires stall because IT, HR and managers each miss their piece of the first ninety days"?
2. Build only what tests it. One team, one use case, a few core modules. People do the rest by hand for now.
3. Run a paid pilot. A paid pilot with one firm tracks time spent per hire and missed deadlines for ten onboardings against a baseline of their previous ten.
4. Measure, then decide. Track two measurable outcomes: percentage of onboarding steps completed on time and and hours saved per hire for HR and IT. Then expand, change course or stop, with evidence instead of opinions.

MVP scope for this solution. One buyer: HR leads at a single professional services firm. One use case: junior cohort onboarding. First two modules: role template builder and live onboarding tracker. Manual review of all generated emails and tickets before send.

After the MVP. After the paid pilot, automate policy document routing, integrate with learning management systems for training completion, and add predictive alerts for likely stalls based on historical patterns.

What the build depends on. A reliable webhook or form trigger, email delivery service, and a database for template and starter records.

A planning range to start the conversation, not a quote. You pay per phase, so you can stop after the MVP.

Running costs per month

A rough indication of monthly hosting and AI model costs once it is live, not tested. Real costs depend on usage, file sizes and the models chosen.

Your brand, or this one

Run it under your own brand, or start from this concept style.

Selling it to your own clients: the go-to-market playbook

Pricing to test

Test a fixed monthly fee of USD 1,500 for up to twenty onboardings per month, then USD 50 per additional onboarding, as a hypothesis.

Message to test

Give every new hire a calm first ninety days without anyone chasing.

Where to find buyers

HR conferences, LinkedIn groups for HR leads, and direct outreach to professional services firms with hiring cohorts.

Lead magnet

A free onboarding sequence audit showing where your current process drops steps.

The first 30 days

1. Week 1: Build role template builder and starter trigger form.
2. Week 2: Connect email and IT ticket creation.
3. Week 3: Build checklist page and daily monitoring.
4. Week 4: Add escalation nudges and dashboard, then test with one firm.

Paid pilot

A paid pilot with one firm tracks time spent per hire and missed deadlines for ten onboardings against a baseline of their previous ten. Decision: continue if average missed deadlines drop by half and HR time per hire falls by at least two hours.

Success metrics

Two measurable outcomes: percentage of onboarding steps completed on time, and hours saved per hire for HR and IT.

Retention and expansion

The agent becomes the firm's onboarding memory; each new role template and escalation pattern improves the service, and the monthly fee keeps renewing as long as hiring continues.

Why clients would pick it

Each role template encodes your firm's specific equipment, training and check-in rhythm, and the escalation history builds a dataset that makes the agent smarter about which stalls matter.

Alternatives and positioning

Spreadsheets, shared calendars and email chains. This differs by giving the new starter one checklist and the agent does the chasing.

Main delivery costs

Integration work with HR systems and email, hosting, and a part-time onboarding specialist for template review and escalation tuning.

The agent must never send or store bank details, home addresses or other personally identifiable data; it only creates empty forms and notifies payroll. It must not contact the new starter about escalations, only managers and HR. All outbound messages require a human approval step for the first month, then a sample review.