Hire, onboard and support your people, from one place.

01Applicant tracking

From first application to first day.

Track candidates through five stages. When someone is hired, their onboarding invitation opens with their details filled in.

Used by: HR admins

• Candidate Pipeline

  A board with Applied, Screening, Interview, Offer Sent and Hired. Rejections keep their reason.

  ATS Pipeline

• Resumes fill the form

  Upload a PDF, Word or text resume and the candidate form fills in. The file isn’t kept.

  ATS Pipeline

• Hired, then invited

  Their invitation opens with name, email, title and department filled in. Add a start date and send.

  ATS Pipeline

• Headcount Planner

  Plan roles by department and priority, and link candidates to them.

  Headcount Planner

• A hiring kit

  Job Posting Engine, Interview Kit and Offer Letter draft documents to edit, download or print.

  Job Posting Engine

02Onboarding

Every new hire invited, planned and followed, in one place.

Each new hire gets starter tasks and a plan, and can say when they’re stuck.

Used by: HR admins

• Invite one person, or a whole roster

  Invite Employee sends a secure link that works for 7 days, or import up to 500 people from a CSV or Excel file.

  Employees

• Starter tasks waiting on day one

  Starter tasks for their job level, plus tasks for your industry from 16 industry packs, ready when they activate.

  Today

• Templates for every role

  Build a template for each role, or let Smart Work draft the tasks from a job description.

  Onboarding Library

• One view of every new hire

  Who needs attention, who’s on track and who hasn’t started yet.

  Dashboard

• Contractors and outside emails

  Limit invitations to up to 5 company email domains, and give contractors an access end date.

  Employees

0330-60-90 day plans

A 30-60-90 plan that starts from why you hired them.

A manager writes down the problems the new hire is here to solve and what good looks like, and gets a plan of tasks to edit and assign. Or turn a job posting into one.

Used by: Managers

• Manager Brief

  Ten questions about the role: the problems to solve, what good looks like and who can help. The new hire reads it on Home and My Radar.

  Manager Brief

• Generate Plan

  Turn the brief into tasks for days 1 to 30, 31 to 60 and 61 to 90. Edit every task before you assign it.

  Manager Brief

• Job → Work Map

  Paste a job posting or upload a document and get a 30-60-90 plan of the real work behind the title.

  Job → Work Map

• Progress the new hire owns

  They see the brief beside the plan and move each task through Not Started, In Progress, Blocked and Complete.

  My Radar

• Day 91, planned

  When a Journey ends, Build next journey drafts the next 30, 60 or 90 days from the outcome you describe.

  Dashboard

04For managers

Know where each new hire stands, without hovering.

Blockers come to you, you read your team’s check-ins, and why you hired someone becomes their plan.

Used by: Managers

• My Team

  Your direct reports, each with a Ramp score, grouped At Risk, Needs Support and On Track.

  My Dashboard

• Blockers come to you

  A new hire marks a task Blocked and you’re notified. Acknowledge, respond or resolve, and they’re told each time.

  Assignments

• Check-ins you can read

  Mood, clarity, support and confidence each week. HR admins and the direct manager can read them.

  Weekly pulse

• Quarterly Focus

  Up to three growth areas per person per quarter.

  Quarterly Focus

05Smart Tools

Notice who needs you while there’s still time.

Smart tools turn what’s already in Unboredly into something a manager can act on.

Used by: Managers

• Support Radar

  A success score for each direct report, from check-ins, open challenges, quarterly focus and task progress.

  Support Radar

• Risk Report

  On Track, Needs Attention or At Risk for one person, from their weekly check-ins, with recommended actions and a 1:1 agenda.

  Risk Report

• Check-In Summary

  Team health and the energy trend, from your team’s monthly check-ins.

  Check-In Summary

• 90-Day Readiness

  How a new hire’s first 90 days are likely to go, based on their first 30.

  90-Day Readiness

• Stay Interviews

  Questions that uncover what keeps someone motivated, with notes private to you and HR.

  Stay Interviews

• Smart Digest

  Urgent actions, recent wins and where to focus, from your team’s latest check-ins.

  My Dashboard

06Analytics & reporting

See where onboarding stalls, and who it’s stalling for.

Which people and teams need support, and whether hiring is keeping up.

Used by: HR admins

• The headline numbers

  Total employees, completion rate, overdue tasks, and people inactive for three days or more.

  Analytics

• Journey progression and milestones

  Completion at Day One, First Week, First Month and First 90 Days, and the tasks people get stuck on most.

  Analytics

• Executive Dashboard

  Org health, who is at risk, new hires in the last 90 days, and a department breakdown.

  Executive Dashboard

• Team Health by Manager

  Check-in engagement, energy, focus progress, task completion and open challenges for each manager’s team.

  Team Health by Manager

• Hiring Velocity

  Positions planned, in progress and filled this quarter, and average time to fill.

  Hiring Velocity

07Integrations

Fits into the tools you already use.

Post to Slack, put meetings on Google Calendar, and send signed events to your own systems.

Used by: HR admins

• Slack

  New hire announcements, task completions and peer recognition, posted to the channel you choose.

  Integrations

• Webhooks

  Signed JSON events for tasks, blockers, Day 30, 60 and 90 milestones, and outcomes, sent to your endpoint.

  Integrations

• Google Calendar

  Where available, people connect their own Google Calendar and meetings they schedule land there, with an optional Meet link.

  Profile

• Add to calendar

  Meetings scheduled in chat can be downloaded for Outlook and other calendars.

  Chat