Keep the people you fought to hire. Ramp them faster.

    The workforce intelligence layer for the first ninety days and after. Spot onboarding risk early and coach every manager.

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    Sample workspaceExample data

    Good morning, Sarah.

    Your team's momentum · Q3 · Week 6

    Success score

    87

    +5past 30 days

    At-risk hires

    2

    −1flagged this week

    Open blockers

    3

    −2vs. last week

    Check-ins in

    11/12

    +2this week

    Cohort · 5 hires

    • 82

      Marcus Lee

      Product Designer · Day 42

      On track
    • 71

      Aisha Khan

      Software Engineer · Day 28

      On track
    • 41

      David Park

      Product Manager · Day 54

      At risk
    • 63

      Emily Chen

      Customer Success · Day 19

      On track
    • 92

      Jordan Vega

      Data Analyst · Day 71

      Ahead
    Signals

    Aisha Khan · blocker resolved by her manager

    Built for

    HR TeamsStartupsRemote TeamsManagers

    The method

    Onboarding, treated as a system.

    01Predict

    A New Hire Success Score from week one.

    Built from check-ins, task progress, open challenges and quarterly focus, so you see who needs support in the first weeks.

    The score is an estimate. Managers can run a 90-Day Readiness for a deeper read.

    02Coach

    Every manager gets a smart coach.

    Unboredly drafts the 30-60-90 plan from a Manager Brief and suggests stay interview questions.

    Every plan is a draft the manager edits and assigns. Nothing goes live on its own.

    03Retain

    Intervene before the resignation letter.

    Support Radar shows early signs that someone needs support while there is still time to act. Stay interviews come before the exit interview.

    Blockers, check-ins and task updates keep their history.

    04Grow

    Day ninety-one is not the finish line.

    When onboarding ends, people move into their next focus: quarterly outcomes, regular check-ins and growth signals their manager can see.

    One connected system

    Not a stitched-together stack. One system, sourcing to day ninety.

    What Unboredly does not replace

    • Payroll and direct deposit
    • Tax filings, I-9s and legal recordkeeping
    • Time and attendance
    • Benefits enrollment and carrier billing
    • Your system-of-record HRIS

    What Unboredly owns

    • Job postings, interview kits and a candidate pipeline that flow into onboarding
    • Tailored 30-60-90 plans for every new hire
    • Success scores from week one, and early risk flags
    • Stay interviews
    • Headcount planning, hiring velocity and an org chart

    The Unboredly difference

    Stop patching it. Build it right.

    Onboard differently.

    Everything on the right ships today.

    Before

    • Spreadsheets, Slack threads and chasing completions
    • A different experience for every new hire
    • Weeks of manual follow-ups

    With Unboredly

    • One place for every new hire, with a plan per role
    • Reusable templates in the Onboarding Library
    • Starter tasks on day one, by job level and industry
    • Blockers go to the manager who can clear them
    Start free

    Stop losing the people you fought to hire.

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