Employee onboarding
Onboarding by email, timed from each start date.
Write the onboarding once. Every new hire gets it from their own day one, one step at a time, in the inbox they are already living in during week one. Nothing for them to log into.
The problem
Onboarding is mostly delivered in the week it matters least
Day one is a firehose: accounts, policies, introductions, a tour of tools nobody can absorb yet. Then it stops. The things a new hire actually needs in week three, like how a decision gets made here, who to ask about what and the process nobody wrote down, arrive as a link to a wiki nobody opens.
Spacing it out fixes that, but spacing it out by hand does not survive contact with a second new starter, let alone a fifth joining on a different Monday.
How it works
Write it once. It runs per person.
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1
Write the sequence
Lessons for the things you explain to everyone, quizzes where it matters that it landed, assignments for anything they should have actually done.
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2
Enrol the new hire
By hand, by importing a Google Workspace group in one click, or automatically from whatever already knows someone is starting.
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3
It runs on its own
Each step is timed from the one before it, per person. Nobody manages a cohort, and nobody gets week three's material in week one.
Automating enrolment
Start it from whatever already knows the start date
The onboarding nobody has to remember to send is the one that actually gets sent. Enrolment can be triggered by the system that already records a hire.
Zapier
Connect an HR system, an ATS or a signed offer to enrolment through the Inbox Academy Zapier app.
API
Enrol from your own systems with the organization API, authenticated with a key you issue yourself.
Google Workspace
Import a whole group in one click, for a team that already lives in a Workspace directory.
Knowing it worked
Completion you can point at
Per-person progress
Which lessons went out, which were opened, which quizzes were answered and how. Enough to see who has quietly stopped three weeks in, while there is still time to ask why.
Certificates
A verifiable certificate at the end, for the onboarding that has to be evidenced rather than just done: policy acknowledgement, mandatory training, anything an auditor asks about later.
Shape
A first few weeks that sends itself
A starting point rather than a rule. The right sequence depends entirely on the job, and the best onboarding sequences tend to be shorter than people first plan.
Week 1
Who we are, how we work, where things live. Short, and mostly reassurance.
Week 2
The role itself: process, tools, the decisions they will be asked to make. Quizzes start here.
Weeks 3 and 4
The context that only lands once someone has done the job for a bit. An assignment or two, and a certificate at the end.
Keep it to the span you will actually keep up to date. A sequence that runs for months is one that quietly goes stale, and a lesson describing how things used to work is worse than no lesson at all. Lessons are easy to rewrite whenever the process changes, and everyone enrolled after that gets the new version.
Onboarding that starts the day someone joins.
Build the sequence once and let it run for every hire after this one.
14 days free, from your first learner. No credit card required.