Solution Database / Human Resources
Ninety Day Onboarding Conductor
New hires stall because IT, HR and managers each miss their piece of the first ninety days. The agent owns the full ninety day sequence across departments, so no single person has to hold the timeline in their head.
01The offer
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. Address the recurring problem: new hires stall because IT, HR and managers each miss their piece of the first ninety days. The value hypothesis is a smoother start with fewer dropped steps; the pilot must confirm that it saves real hours and improves early retention.
- For
- HR leads at mid-size professional services firms
- Takes in
- Role template and starter details
- Delivers
- Tracked onboarding sequence with automated tickets, emails and escalations
- Message
- Give every new hire a calm first ninety days without anyone chasing.
- Lead magnet
- A free onboarding sequence audit showing where your current process drops steps.
02How it works
- Create role templates with equipment, accounts, training and check-in dates
- Trigger onboarding from a webhook or short form
- Generate IT tickets and payroll notifications automatically
- Send the starter a dated checklist page
- Monitor completions and send escalating nudges
- Show a shared dashboard of all live onboardings and overdue steps
Workflow
Define role template, trigger onboarding, create IT ticket and payroll notice, send starter checklist, monitor completions daily, nudge manager then HR on missed deadlines, and flag overdue items on the dashboard. Start with role template and starter details and finish with tracked onboarding sequence with automated tickets, emails and escalations.
AI and people
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.
Screens
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.
Admin
Role template versions, starter records, notification history, escalation states, manager and HR permissions, audit trail of every automated action and manual override.
03Market gap
Alternatives buyers use today
Spreadsheets, shared calendars and email chains. This differs by giving the new starter one checklist and the agent does the chasing.
Where this wins
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.
04Why now
Human Resources teams are adopting AI for exactly this kind of repeatable work, and the cost of language and vision models has dropped far enough that a narrow, reviewed workflow pays back quickly. The buyer already feels the problem: new hires stall because IT, HR and managers each miss their piece of the first ninety days.
05Proof & signals
Channels where buyers gather: HR conferences, LinkedIn groups for HR leads, and direct outreach to professional services firms with hiring cohorts.. Metrics that prove it works: Two measurable outcomes: percentage of onboarding steps completed on time, and hours saved per hire for HR and IT..
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.
06Execution plan
MVP
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.
First 30 days
Week 1: Build role template builder and starter trigger form. Week 2: Connect email and IT ticket creation. Week 3: Build checklist page and daily monitoring. Week 4: Add escalation nudges and dashboard, then test with one firm.
After the pilot
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.
Retention
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.
Integrations
HR system webhook, email service, IT ticketing system, payroll notification email, shared calendar, and a simple document signing tool.
07Investment and running costs
| Phase | Scope | Time | Budget |
|---|---|---|---|
| MVP | One buyer segment, one recurring use case; first modules: role template builder and live onboarding tracker. Manual review in the loop. | 2 days | $5,500 |
| Paid pilot | Accounts, roles, review states, audit trail and the first integration, hardened for two to three paying pilot customers. | 3 days | $5,000 |
| Full product | Self-serve onboarding, billing, monitoring and the wider integration set. | 6 days | $7,000 |
| Total | $17,500 | ||
| Running | Hosting | AI usage | Total a month |
|---|---|---|---|
| MVP and paid pilot (about 3 customers) | $30–$60 | $40–$90 | $70–$150 |
| Full product (about 50 customers) | $110–$210 | $280–$560 | $390–$770 |
Revenue model 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.
Cost drivers
Integration work with HR systems and email, hosting, and a part-time onboarding specialist for template review and escalation tuning.
Safeguards
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.
Take it further
Solution blueprint, rewritten from an earlier Nexibeo concept. Demand, pricing, build scope and integrations are working assumptions, not verified market findings. The MVP and the paid pilot exist to confirm them for your business before the larger build.