New employee onboarding
Put new hires on the right path from the start.
With Praxis, new hires get onboarding reinforcement from day one: prompts on the days you choose, structured introductions, peer connections, and a clear path forward. You design it once. It runs on its own schedule from there.
Onboarding works when new hires keep learning, and keep meeting people, after orientation week ends. A Praxis Journey gives each new-hire group short sessions on the days you choose and a conversation they share with each other. Praxis Live makes orientation day something they take part in instead of sit through.
Before and After: what they could do confidently at the start, and what moved.
The problem
The first week is planned. The next ones are hit-or-miss.
When onboarding is really just an orientation, new hires experience:
- 01
Information overload, then silence
The first few days are a flood of tools, policies, and names they won't remember. By week two, there's no structure left. 'Just figure it out' becomes the mantra.
- 02
Relationships left to chance
New hires meet whoever happens to be in the room. The connections that actually matter take months to form, if they form at all.
- 03
Managers guessing in the dark
Without visibility into how a new hire is actually doing, managers find out about confusion, disconnection, or second-guessing too late to help.
Onboarding is the most important experience for a new hire.
Not the welcome lunch. Not the company swag. The experience.
It’s how a new hire decides whether they belong, whether they matter, and how to start contributing with confidence.
Without structure, onboarding becomes whatever a manager has time for. Some people get guidance. Others get a laptop, a Slack invite, and “just ask around.”
Praxis changes that. It gives every new hire a guided path, with touchpoints on the days you choose, clear expectations, and built-in connection, so they’re never left wondering what comes next.
Prime, Participate, Practice
What onboarding looks like powered by Praxis.
Imagine you're onboarding a cohort of 12 new hires across three departments. Same company, different roles, different managers. Here's how Praxis shapes what they experience.
Prime · Before they arrive
Before day one
Praxis Journeys
Before anyone shows up, you build the journey in Praxis. You map out the touchpoints: reflection prompts, peer introductions, culture moments, role-specific activities. If roles need different things, each role can have its own journey.
Their first drop can be waiting before they start: meet the cohort, and one question to sit with. By the time the new hire logs in on day one, their experience is already designed and waiting.
Illustration. Your drops, your words.
Participate · While they're in the room
The cohort's first session
Praxis Live
The cohort’s first session together runs in Praxis Live. You run your slides and the new hires answer on their own phones. No app to download.
Find Your Match pairs people off by what they actually said, so the first connections aren’t left to who sat where. A Before and After check asks what they could do confidently tomorrow; put it in their journey too, and it keeps collecting answers in the weeks after. Tug of War turns a refresher quiz into Blue against Gold.
Everyone leaves with their own page of what they said.
An onboarding refresher, played as Blue against Gold.
Watch them run
Practice · After they leave
The first ninety days
Praxis Journeys
On the days you choose, the new hire opens Praxis and finds something there for them. Not a training video to click through. A prompt that asks them to reflect on a real moment from their week. A quick recall, one thing to try, and the cohort talking it through, with an email when each one is ready.
By day ninety, you’re not going on gut feel or one check-in conversation. You can read what the cohort has been saying all along.
Your Wednesday drop is ready. About ten minutes.
Illustration. Your drops, your words.
What the research says
Support from peers and supervisors after training is linked to new skills getting used, and peer support carried the most weight.
Hughes, Zajac, Woods and Salas (2020), Human Factors 62(1), 166-183. doi.org/10.1177/0018720819845988
Spreading review over weeks builds more durable memory than one session.
Cepeda et al. (2006), Psychological Bulletin 132(3), 354-380; Cepeda et al. (2008), Psychological Science 19(11), 1095-1102.
These studies weren’t about Praxis. They’re the research our design follows. How it works ›
Who it’s for
However you're responsible for new hire success, Praxis was built for you.
Whether you design the programs, manage the people, or own the culture, the first ninety days land in your lap. Which of these sounds like you?
You own HR or People Ops
You design the process, coordinate the logistics, and hope managers follow through. But once orientation ends, consistency is out of your hands.
You manage new hires
You want your people to ramp fast and feel connected. But between your own workload and their questions, structured support falls off the list by week two.
You lead L&D or culture
You know onboarding is the first impression of everything you've built. You want it to be intentional, consistent, and something new hires actually remember.
What changes
Onboarding that keeps going after week one.
Prime
Day one starts with a path already waiting, and faces they've already met.
Participate
First connections are made on purpose, not left to who sat where.
Practice
Week two doesn't go quiet. Short sessions keep coming on the days you choose.
The payoff
You hear how they're doing in their own words, instead of guessing.
Your next great hire deserves a real onboarding experience.
Tell us about your current process and where new hires struggle most. We'll show you exactly how Praxis can help.
No card. When the trial ends, it simply stops.