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第一印象是可扩展的。永不下降的入职培训。

引导每一位新客户、员工或合作伙伴使用人工智能助手入职，该助手能够适应他们的环境、回答他们的问题并让他们继续前进，而不会压垮您的团队​​。

See it in action 了解问题

The problem

When onboarding is your highest-churn moment becomes the norm

  • Onboarding is your highest-churn moment

    Most drop-off happens in the first 30 days. Generic welcome emails and static FAQs don't hold attention or answer the real questions.

  • Your team repeats the same explanations daily

    Onboarding queries consume specialist time that should be spent on complex cases, not on answering the same five questions.

  • No visibility on where people get stuck

    Without data on where onboarding breaks down, you can't fix it. Teams guess. Problems compound.

运作方式

Day one to day ninety—guided, consistent, and measurable

步骤 1

Personalise the plan

Role, location, and systems access generate a checklist that updates as provisioning completes.

步骤 2

Answer in context

Benefits, IT, and culture questions draw from the same policies HR and People Ops maintain.

步骤 3

Flag friction

Stuck tasks, repeated questions, and drop-offs surface to owners before churn risk spikes.

Handoffs to mentors and managers include what the new hire already completed.

第一印象是可扩展的。永不下降的入职培训。

包含内容

What you get when you run this with Thinkia

A governed layer across data, workflows, and handoffs—so teams ship safely and scale with metrics.

Adaptive onboarding flows

personalised step-by-step journeys based on user profile, role or product tier

Contextual Q&A

answers onboarding questions in real time, grounded in your documentation and product knowledge

Progress tracking

monitors completion rates, drop-off points and time-to-activation per user cohort

Proactive nudges

detects stalled users and triggers the right message at the right moment

Handoff to human

escalates to a specialist when a user's situation requires it, with full context

Multilingual support

runs onboarding in the user's language without separate configuration

技术提供 Thinkia Synapse

成果

What changes when this runs in production

–40%

Reduction in average time from sign-up to first value moment

+30%

Improvement in users completing full onboarding flow

–50%

Reduction in onboarding-related support volume

Results vary by product complexity, user base and existing onboarding infrastructure.

合作方式

From day-one confusion to guided journeys hiring managers trust

Journey map

Week 1–2

Pre-boarding to day 90 tasks, systems, and culture touchpoints are sequenced by role.

Content & access

Week 3–5

Provisioning, policies, and FAQs are wired so answers stay tied to authoritative sources.

Hiring manager pilot

Week 6–9

A function or site tests the assistant; time-to-productivity and survey scores baseline.

HRIS embed

Week 10+

Triggers from Workday/Bamboo (etc.) personalise tasks; local variants roll out in waves.

Contractor vs employee flows and global payroll rules add branches; we ship geography by geography.

开始

Ready to scope this for your context?

We start with a focused session—no commitment—to map constraints and a sensible path.

See it in action Explore AI Solutions