Onboarding
Onboarding that's intentional, not an afterthought
Most induction processes are an afterthought. A form, a laptop, a lunch, and then the new starter is left to work out the rest. That's usually where good hires quietly start to disengage.
Whyser Onboarding makes probation deliberate, and gives the manager the insight to support it from day one.
What it does
A probation designed on purpose
- Employee-driven from day one. New starters tell you what they need, and it lands straight in their manager's inbox.
- A structured, guided probation, AI-personalised across the whole period, built around the role and the person, not a generic template.
- A week-one coaching check-in, with the follow-up conversation already prompted and booked.
- A prompted reflection for the new starter, sent to the manager as a short, confidential brief.
- Early disengagement caught early, before it costs you the hire.
Why it matters
A structured, personalised start changes the odds
Around one in three new hires leaves within the first 90 days (Jobvite's Job Seeker Nation survey), and the reasons people give, a role that wasn't as described, a bad early experience, a culture that didn't fit, are the preventable kind. The cost isn't just recruitment. It's the momentum you lose, the team that has to absorb the gap, and the signal it sends to everyone watching.
A structured, personalised start changes the odds. People who feel supported and clear through their probation stay longer and contribute sooner. Their manager gets a real read on how they're settling, while there's still time to act on it.
How it fits the rest of the platform
Onboarding is not a standalone event
Onboarding isn't a standalone event in Whyser Work. What you learn about a new starter during probation flows into their development and shows up in your culture and insight data. The same continuous listening that runs onboarding runs all year.
Common questions
Questions leaders ask
Does it replace our HRIS onboarding checklist?
No. It handles the human side, the check-ins, the personalisation, the early-warning signals, alongside whatever system handles the paperwork.
Is the new starter's reflection anonymous?
It's shared with their manager as a confidential brief, by design, so the feedback is honest and useful.