Features

Onboarding

The first days decide

Newcomers are most vulnerable in the first weeks. Pulsavo makes sure they are never left alone.

Onboarding in Pulsavo: active new hires with progress and probation tracking.
Development plans in Pulsavo: coverage, approvals and the most requested skills.
The opportunity
  • On day one the newcomer has no laptop, no access and no idea who to ask.
  • The manager gets to them two weeks later.
  • The company finds out it is not working when the resignation arrives.
How Pulsavo solves it
  • A checklist from preboarding to the end of probation, built from templates.
  • Every item has an owner and a deadline - responsibility is explicit.
  • Copilot asks the newcomer directly and a negative answer alerts the manager immediately.

What you get

Checklist templates

From preboarding to the end of probation, ready to use.

Owner and deadline

HR, manager, buddy, trainer, IT and the newcomer each know their part.

Pulse on days 1/7/30/60/90

Copilot asks “Is your manager giving you enough attention?”

Instant escalation

A negative answer alerts the manager right away, not a month later.

Mid-probation 1:1

Scheduled automatically as part of the plan.

Two-way evaluation

The company evaluates the newcomer, the newcomer evaluates onboarding.

Straight into goals

Once probation is confirmed, you set goals immediately.

12 %
of employees strongly agree their organisation does a great job onboarding
Gallup, U.S., 2018
70 %
of new hires decide within the first month whether the job is the right fit
BambooHR, U.S., 2023
56 → 97 %
of new hires said their buddy helped them become productive quickly – with one vs. more than eight meetings in the first 90 days
Microsoft, internal research 2019–2021

Related features

It makes most sense on your own data.

Let's take 15 minutes and walk through it together.

A sample company with data, opens right after a short form.