Onboarding is a six-month system,
not a first-week task.
30·60·180 connects HR, managers, and people through every onboarding: new hires, promotions, new roles, and boomerangs.
"Get onboarding wrong and you pay for it twice. Once to hire them. Once to replace them."
30%
of an employee's annual salary is the average cost of replacing them.
— SHRM
12%
of employees say their company does a good job onboarding.
— Gallup
Every onboarding, covered
New hire
Day one package delivered the morning they start. Goals, plan, team, and a personal welcome.
Promotion
Transition brief with new goals, new expectations, and what success looks like.
New role
Newly created position? We help build the playbook from scratch.
Boomerang
Welcome back like they never left — brief them like they did.
Here's how 30·60·180 works
Every new hire receives a thoughtful onboarding package customized to their role, their manager, and the people they'll work with most closely. Not a generic welcome kit. Something they'll actually open, read, and refer back to.
The manager wizard guides hiring managers through the inputs that matter: goals at each milestone, the people their new hire should know, the resources they'll need, the buddy they're being paired with. The output is substantive content, not a checklist.
Most onboarding starts on day one and fades after week one. We start before they arrive and don't stop until they've stayed. Pre-boarding sets the tone. The first 30 days set the foundation. The next 30 find the rhythm. By day 180, your new hire has been seen and heard at every milestone. That's what makes them stay.
Every new hire gets a buddy who reaches out in the first week, knows the unwritten rules, and answers the questions people are too embarrassed to ask their manager. Connection isn't an add-on. It's part of the design.
Six months in, most teams move on without a real conversation. We don't. Managers get structured guidance for a stay interview at day 180, the kind of conversation that catches what would otherwise become a quiet resignation.
1 in 3
new hires leave within their first six months, the window onboarding most often neglects
— Deloitte
3.4×
more likely to call onboarding exceptional when managers are actively involved
— Gallup
2.6×
more likely to be extremely satisfied at work after great onboarding
— Gallup
The flow
Three experiences, one onboarding
HR initiates. The manager builds a personalized package in minutes. The new hire arrives to a day-one dashboard prepared specifically for them.
Check-ins follow automatically throughout the first six months. No manual scheduling. No dropped balls.
See the full flow →Pricing
The onboarding your people deserve.
For leaders who treat onboarding as both a value driver for their company and a great experience for every hire.
What you get
Unlimited onboardings for new hires, promotions, role changes, and boomerang returns
Manager wizard with AI-assisted package building
Pre-boarding outreach, including welcome notes, buddy intros, and logistics
Check-in cadence at Day 7, 30, 60, and 180
Six-month stay interview framework for managers
Custom notifications to IT, Office, Payroll, and anyone else who needs a heads-up
Buddy program orchestration and prompts
Resource bank for company policies, benefits guides, and reference materials
Custom departments and contact roles
HR dashboard and reporting across every onboarding in flight
Every onboarding deserves a great start.
Join the HR teams using 30·60·180 to make every onboarding — first day or next chapter — count.
Schedule a callStay in touch
Notes from the team as we build.