Productized offer · Onboarding
Day One gives every new hire a concierge that knows your company — a ramp plan generated from the actual role, instant cited answers to every "stupid question," and a tracker that shows you exactly where they are. Your senior people stop losing Fridays to repeated explanations.
The problem
Every new hire follows the same arc: excitement, confusion, silence. They stop asking because asking feels stupid. Your senior people answer the same questions on repeat. And nobody can tell you if the hire is ramping or drowning until month three.
Onboarding is senior people repeating themselves. Your staff engineer has explained the deploy process to every hire for two years — same questions, same answers, same Friday afternoon gone. The knowledge never leaves their head.
The wiki is stale and the new hire knows it. They follow a 2022 runbook, break staging, and learn the real lesson fast: don't trust the docs, don't ask, just wait for someone to notice.
Is Maya on track? You can't see if a hire is ramping or drowning until month three — when they either ship something or quit. There's no dashboard for "is this working." Just vibes.
How it works
Docs, wikis, past decisions, org chart, the Slack threads that settled arguments. Plus what "ramped" actually means per role — not a generic template, the real milestones your team already uses.
Someone who joined six months ago grades the answers. They know which questions actually get asked and which answers would have saved them a week. We fix what's wrong before anyone new sees it.
The new hire gets instant cited answers and a visible plan. You get the ramp curve and the interruption count. Stale docs are flagged as they're encountered — the system heals the wiki as a side effect.
The difference
Same new hire, same week one. Left is what happens with a wiki and good intentions. Right is what happens with Day One.
Day 3. The new hire finds the deploy runbook. It's from 2022. Step 4 references a tool you migrated off last year. They follow it anyway — nobody told them not to.
Staging breaks. A senior engineer spends 40 minutes unbreaking it. The new hire learns the real lesson: stop asking, stop reading, just wait.
Day 3. The new hire asks "Where do I find the deploy runbook?" and gets the answer in seconds — cited [runbook §2] with a green "verified current" check.
When they ask about CI, the answer arrives with an amber flag: "⚠ This doc is 8 months old — flagged for review, double-check with Priya." The doc gets fixed. The hire keeps moving. And you can see all of it on the ramp tracker.
Pricing
No per-seat pricing, no per-hire charges, no invoice that grows with your headcount. You know the number before we start.
Questions
Yes — same system, different hat. Instead of a new hire asking about deploy runbooks, a new client asks about your process, your timelines, your deliverables. The concierge answers from your proposals, your past project notes, your scope documents. The tracker shows you whether the client is engaged or going quiet. Agencies use it for both sides of the door.
That's the normal starting state — nobody calls me from a tidy wiki. The ingest week maps what exists, what's missing, and what contradicts itself. Then the staleness flags start fixing it: every time someone hits an outdated answer, it's flagged for review with a named owner. Most clients say the flagging alone was worth the fee.
Your actual documents — wikis, runbooks, past decisions, the Slack threads that settled arguments, your org chart. Every answer carries a citation so the hire can check the source, and when the source is stale, the answer says so. Nothing is invented; everything traces back to something your company actually wrote down.
It doesn't need to. Day One sits alongside your existing stack — it's not an HRIS, not an LMS, not a replacement for BambooHR or Workday. It reads from your docs and your chat. If you want start dates pulled from your HRIS so the tracker begins on day zero, that's a straightforward integration — but the core system works with what you already have.
Their access is revoked and their knowledge stays — it was captured from your documents, not from their head. Anything they were the named owner of gets flagged for re-verification, so a departure surfaces the gaps instead of hiding them. The next hire into that role inherits everything the last one had to learn the hard way.
Fit
Next step
Tell me what you're hiring for, where your docs live, and how the last onboarding actually went. I'll tell you honestly whether Day One pays for itself — and if it doesn't, what to do instead.
Replies within one business day — from a human, not the concierge.