Role-based onboarding learning and authoring console

For

HR and people-operations teams running onboarding for growing headcount

Solves

Onboarding information, tasks and guidance sit in separate tools, so new hires ask the same questions and managers cannot see who is stuck.

Delivers

Reviewed role-based onboarding plan with tracked tasks and cited guidance

Built in

about 6 weeks of creation time, MVP in 7 days

Investment

$13,000 for the MVP, $44,000 for the full product

Run it

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

Reduce repeated onboarding questions and manual chasing while keeping every answer tied to an approved source.

1. Generate role-specific onboarding plans from role definitions.
2. Assign and track onboarding tasks automatically.
3. Store onboarding documents in one searchable place.
4. Answer new-hire questions step by step with links to source documents.
5. Create and customize training modules per role.
6. Monitor new-hire progress through tasks and training.
7. Report onboarding effectiveness in real time.
8. Give managers a dashboard for progress, feedback and content quality.
9. Let users flag stale or incorrect resources for review.
10. Sync knowledge from docs, ticketing and code repositories.
11. Connect common HR and communication tools.
12. Combine chat, tasks and file sharing in one workspace.
13. Automate repetitive reminders and notifications.
14. Provide customizable drag-and-drop project boards.
15. Support real-time commenting and version control on documents.
16. Connect calendars and cloud storage.
17. Compare the reviewed result with the recorded baseline and value assumptions.
18. Capture corrections and named-owner approval before consequential use.
19. Export a versioned reviewed role-based onboarding plan with source references and unresolved questions.

Everything these tools do, in one app

• Automated task assignment Automatically assigns and tracks onboarding tasks for new hires.Found in Onboardix
• Role-specific onboarding plans Generates customized onboarding plans based on the new hire's role.Found in Onboarding0
• Centralized document storage Stores onboarding documents in one place for easy access.Found in Onboardix
• AI guidance with citations An AI assistant guides new hires step by step and links back to source documents.Found in Onboarding0
• Customizable training modules Allows organizations to create and customize training modules for new hires.Found in Onboardix
• Progress monitoring Tracks new hire progress through onboarding tasks and training.Found in Onboardix
• Real-time analytics and reporting Provides real-time analytics and reports on onboarding effectiveness.Found in Onboardix
• Manager dashboard A dashboard for managers to track progress, feedback, and content quality.Found in Onboarding0
• Feedback and flagging Allows users to give feedback and flag stale or incorrect resources for managers.Found in Onboarding0
• Knowledge source connectors Connects to and syncs with common knowledge sources like docs, ticketing, and code repositories.Found in Onboarding0
• HR and communication integrations Integrates with common HR and communication tools.Found in Onboardix
• Unified workspace Combines chat, task management, and file sharing in one interface.Found in Silo Team
• Automated workflows Automates repetitive tasks and notifications.Found in Silo Team
• Customizable project boards Provides drag-and-drop project boards that can be customized.Found in Silo Team
• Real-time collaboration Enables real-time commenting and version control on documents.Found in Silo Team
• Third-party tool integrations Integrates with popular third-party tools like calendars and cloud storage.Found in Silo Team

What goes in, what comes out

The workflow

1. In
   Start with

   Role definitions, onboarding documents, training material and connected knowledge sources

2. 1

   Confirm the buyer's problem and scope

3. 2

   Collect role definitions

4. 3

   Onboarding documents

5. 4

   Training material and connected knowledge sources

6. 5

   Then follow this sequence: 1

7. Out
   Finish with

   Reviewed role-based onboarding plan with tracked tasks and cited guidance

AI does the heavy lifting, people stay in charge

Use AI to interpret permitted inputs, suggest structured mappings and generate candidate outputs for the three stated task modules. Use deterministic code for arithmetic, schema validation, hard constraints and reproducible tests. Review source-linked explanations and uncertainty before accepting results. One approved document set and one role taxonomy; final policy, employment and compliance statements remain human. A model suggestion is never a verified fact, professional decision or authorization to act.

What your team sees

Primary screens: Role and plan setup, New hire workspace, Manager and authoring console. Use a thumbnail gallery for cohorts and roles, a large central task and guidance view, and a right-hand panel for sources, comments and progress. Let users compare plan versions side by side. Display draft, changes requested and approved states. Provide a manager view with feedback anchored to the relevant task or resource. Make the task-specific outcome a reviewed role-based onboarding plan with tracked tasks and cited guidance visible beside its evidence, review state and value baseline.

Accounts and administration

Project ownership, document versions, new-hire comments, approval states, usage allowances, revision limits, download history and a rights record for supplied material. Add organization access boundaries, named reviewers, usage caps, data retention controls, export logs and explicit approval for external actions.

Integrations and data access

HR information systems, communication tools, calendars, cloud storage and knowledge sources such as docs, ticketing and code repositories. Start with file exchange and validate destination specifications before promising direct sync. Start with authorized file exchange. Validate current provider access, usage rights and schema behavior before promising a connector.

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

   7 days

   One buyer segment, one recurring use case; first modules: generate role-specific onboarding plans from role definitions; assign and track onboarding tasks automatically. Manual review in the loop. Built by our AI software factory.

3. 3

   Paid pilot

   8 days

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

4. 4

   Full product

   3 weeks

   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 and people-operations teams running onboarding for growing headcount use it to solve "onboarding information, tasks and guidance sit in separate tools, so new hires ask the same questions and managers cannot see who is stuck"?
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. Agree quality and outcome thresholds before the pilot using this measure: Onboarding tasks completed on time and repeated questions per new hire.
4. Measure, then decide. Track onboarding tasks completed on time and repeated questions per new hire; accepted-output rate; material error rate; reviewer correction time; actual repeat purchase. Then expand, change course or stop, with evidence instead of opinions.

MVP scope for this solution. Pilot scope: One approved document set and one role taxonomy; final policy, employment and compliance statements remain human. Implement one approved input format, a bounded representative case set and the first two task modules: generate role-specific onboarding plans from role definitions; assign and track onboarding tasks automatically. Support the third module with operator review: answer new-hire questions step by step with links to source documents. Include source references, corrections, basic organization access, approval states, export and value measurement. Use managed operator assistance for unresolved exceptions. The cost estimate covers this narrow prototype, not unrestricted multi-tenant scale, complex production integrations, specialist certification or physical operations.

After the MVP. Once paid pilots prove usefulness, automate repeatable reviewed steps and add one verified source integration. Expand supported inputs and case volume only after new evaluation cases pass. Build reusable customer configurations and recurring value reports around reviewed role-based onboarding plans with tracked tasks and cited guidance. Retain the explicit scope boundary: One approved document set and one role taxonomy; final policy, employment and compliance statements remain human.

What the build depends on. Document upload and preview, asynchronous generation jobs, editable version history, reviewer access and tested export formats. High-fidelity onboarding requires HR and legal review of policy statements. Obtain representative authorized cases, baseline measurements, qualified reviewers and a buyer-side decision owner. Specific limitation: One approved document set and one role taxonomy; final policy, employment and compliance statements remain human.

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 USD 300-1,500 fixed pilot for one defined role package. Offer a monthly production allowance after repeat demand. Quote complex multi-entity or specialist compliance work separately. These are test prices, not market benchmarks. Package the initial sale as one bounded reviewed role-based onboarding plan with tracked tasks and cited guidance. Recurring fees must specify volume, review depth and integration support. For exchanges, test a disclosed coordination or successful-service fee rather than holding customer funds. Reprice only after measuring real delivery labor; platform-build cost is separate from a commercial pilot fee.

Message to test

Reduce repeated onboarding questions and manual chasing while keeping every answer tied to an approved source. Demonstrate a concrete reviewed role-based onboarding plan with tracked tasks and cited guidance using the buyer's approved example and show the baseline, corrections and actual delivery effort.

Where to find buyers

HR and people-operations professional communities; specialist consultants serving this buyer; permissioned partner introductions; practical demonstrations at relevant trade or practitioner events.

Lead magnet

A reviewed sample role-based onboarding plan with tracked tasks and cited guidance from a small authorized input set, with a transparent calculation of onboarding tasks completed on time and repeated questions per new hire and no promised savings.

The first 30 days

1. Week 1: interview five HR and people-operations teams running onboarding for growing headcount and inspect a recent example of onboarding information, tasks and guidance sitting in separate tools.
2. Week 2: prepare a consented or synthetic demonstration of the three task modules.
3. Week 3: seek one bounded paid pilot with agreed baseline and acceptance criteria.
4. Week 4: measure onboarding tasks completed on time and repeated questions per new hire, reviewer effort and repeat-purchase interest. This is a demand-validation plan, not a thirty-day full-product delivery promise.

Paid pilot

Agree quality and outcome thresholds before the pilot using this measure: Onboarding tasks completed on time and repeated questions per new hire. Continue only if the buyer accepts the actual output, the intended job outcome improves without unacceptable errors, and measured delivery cost fits willingness to pay. Revise or stop if access is unavailable, qualified review cannot be provided, or apparent savings disappear after corrections and support. Use held-out cases when comparing model quality; use a properly reviewed comparison design before making causal claims. Record missing cases and negative results alongside successful outputs.

Success metrics

Onboarding tasks completed on time and repeated questions per new hire; accepted-output rate; material error rate; reviewer correction time; actual repeat purchase.

Retention and expansion

Repeat the workflow when the buyer again needs a reviewed role-based onboarding plan with tracked tasks and cited guidance. Retain permissioned settings and reviewed examples, report realized value honestly, and sell increased volume or adjacent approved workflows only after contribution margin and quality remain acceptable.

Why clients would pick it

A reusable library of approved role plans, onboarding content and review examples, together with reliable delivery for a narrow HR niche. Build a permissioned library of representative task cases, reviewer corrections and verified operating constraints for HR and people-operations teams running onboarding for growing headcount. Repeatable delivery and useful integrations matter more than access to a base model.

Alternatives and positioning

Onboarding0, Onboardix and Silo Team, plus spreadsheets and shared drives. Compare this product with the buyer's present method on onboarding tasks completed on time and repeated questions per new hire. Offer a bounded paid workflow instead of claiming broad autonomous expertise. Market uniqueness and competitor coverage are not verified.

Main delivery costs

Generation attempts, document processing, storage, reviewer hours, client revision rounds and licensed source material. Additional initial validation requires representative authorized sample preparation, buyer interviews, buyer-side evaluation and bounded validation of reviewed role-based onboarding plans with tracked tasks and cited guidance. Track cost per accepted output, including correction work, unsuccessful cases and support.

Preserve source attribution, policy accuracy and usage permissions. HR owners approve substantive changes and publication scope. One approved document set and one role taxonomy; final policy, employment and compliance statements remain human. Keep all consequential actions under authorized human control and do not fabricate missing inputs, permissions, professional judgments or market evidence.