The window that decides retention is the one nobody manages.
Only 12 percent of employees say their organization onboards well. First 90 coaches the manager through that window with nudges in Slack across a ninety-day arc, and it will never sell you surveillance. It is in build now, with a waitlist open for the first pilot cohort.
The manager is the variable
Onboarding platforms handle paperwork well and relationships not at all. The strongest predictor of whether a new hire stays is time with their manager.
Managers are not avoiding it
They are drowning. The check-in that matters at day 21 loses to whatever is on fire at day 21. A nudge at the right moment closes most of that gap.
We refuse the obvious business model
Every incumbent sells manager visibility to the buyer above them. That is the fastest path to revenue and it poisons the thing it measures. Individual manager data is walled off by architecture, not by policy.
A hire starts
Your HRIS or a manual add creates the arc. No new-hire login, no app for them to download.
The manager gets nudged in Slack
Short, specific, timed to the moment. Not a daily drip. Roughly one meaningful prompt a week, weighted to the early days.
Nudges teach as they prompt
Each one names the coaching move it is asking for, so the manager gets better rather than just compliant.
Day 90 closes the arc
The manager confirms the outcome. The new hire gets one short survey, in their own words, anonymized before it reaches anyone.
The buyer sees the shape, not the people
Aggregate presence and retention. Never an individual manager's record. This is enforced in the data model.
This is for you if
- You are a Head of People at 200 to 2,000 employees
- Your onboarding is a checklist and you know it
- You have manager quality variance you cannot see
- You would not buy surveillance software and have been asked to
This is not for you if
- You want manager scorecards. We will not build that
- You need an HRIS or an ATS
- You want engagement survey software