Onboarding runs on people. And people are busy.
What onboarding looks like at most companies, and what Contento does about it.
| Onboarding today |  |
|---|---|
| New hires get a folder of documents and links, and read them alone. | Your onboarding material becomes one program in short chapters, with real-work scenarios and questions. The AI drafts it from your documents, and you edit and approve. |
| They ask the same senior colleague the same questions, again and again. | The learning assistant answers only from your material and points to the chapter and page. What matters to them stays in their personal notebook. |
| The manager finds the gaps only once the new hire is already facing a customer. | Every question ties to a knowledge anchor. The report shows where knowledge is strong and where it's missing, for each person and each cohort. |
| Every cohort starts from scratch: who joined, who's assigned, who hasn't started. | New hires arrive on your roster through HR sync, and you assign them in a click. Conti answers "who hasn't started yet?" and drafts a reminder for you to approve. |
Goal. Choose what onboarding should move, like time until a new hire works on their own
Program. Built from your onboarding material: procedures, product and call scripts
Practice. New hires practice, and ask the assistant before they ask a colleague
Measure. See who's ready and what's still missing, before a customer does
Onboarding starts before day one.
Three moments in onboarding. One program.
The week before
They arrive already knowing the product.
Assign new hires to the onboarding course as soon as they're on the roster. They sign in with a code sent to their email, no password, and learn on their phone. Lessons open on the schedule you set.
Days 1–5
Classroom sessions and phone learning, in one sequence.
The onboarding course mixes digital lessons with in-person sessions, with a session calendar for the cohort and automatic emails. In their personal notebook, new hires keep notes, photos of the whiteboard and the assistant's answers.
The first month
Know who's ready, and who needs another week.
The personal report shows where knowledge is strong and where it's missing, with an interpretation and recommendations. Export it to PDF and send it to the manager. Cohort comparison shows whether this onboarding beat the last one.
What onboarding gets you
Four things a new hire, their manager and L&D notice from the first week.
A program from your onboarding material
Procedures, product decks and call scripts become pages, scenarios, quizzes and flashcards.
An assistant that answers from your material
It answers only from what you uploaded, pointing to the chapter and page.
A course with a session calendar
Digital, in-person or blended lessons that open on schedule, with automatic emails.
Conti, for new hires too
New hires ask Conti from their dashboard and get answers from their programs and your organization's material. Conversations are kept.
Questions about onboarding
Do new hires come in from our HR system on their own?
They arrive on your roster from HiBob, Entra or Finch, and leavers lose access. You assign them to the program in a click, or ask Conti to prepare it.
Can they start before day one?
Yes. They sign in with a code sent to their email, no password, from any browser or phone.
We also run in-person sessions.
A Contento course mixes digital, in-person and blended lessons, with a session calendar for the cohort and a workspace for the instructor.
Can you prove onboarding got shorter?
The mechanism is in place: knowledge anchors, scoring against a metric and cohort comparison. We're proving the link to time-to-independence now, with design partners.
Does the AI train on our material?
No. Your material is used only for your programs, and the data is stored in the EU.
We already have an LMS.
Build the onboarding program in Contento and export SCORM to your LMS, or run it in Contento itself.