juno journey
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Onboarding that turns new hires into performers.

From the signed offer to the first month on the job: pre-onboarding, the foundation, the role, the cohort, the buddy, the pulse, one journey, started by your HRIS.

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Journeys, cohorts and automations, in the docs

4.7 / 5G2

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Every new hire finishes onboarding. Few are ready the day it ends.

The path completes on schedule; whether the person can do the job is a question nobody's system answers.

How it works

1Trigger & Signal

  • Workday / your HRISA new hire record
  • The hiring planA start date
  • SlackThe team she joins

2Knowledge Design

Your LLM + Juno MCP

  • Builds the path for her role from what exists
  • Fills the gaps
  • Schedules the people around her
Human approval

3Delivery & Adoption

  • The new hire
  • New hire manager
  • New hire buddy

4Measure

The manager confirms the new hire meets post-onboarding expectations.

The conversation

She is doing the job, and her manager has confirmed it

Maya starts Monday as a CSM in Lisbon. Build her 30-60-90 from what we already have and loop in her manager.

Claude

Pre-onboarding

It starts at the signed offer, not on day one

The HRIS record creates the person, and the journey opens before day one: welcome, paperwork, first-week plan.

  • Started by the HRIS
  • Before day one
  • Welcome and first week
  • Equipment and access checklist
  • Cultural preboarding

The experience

E-learning, live sessions and cohorts, on one calendar

Self-paced units, paths, live sessions with rooms and recurring events, cohorts scheduled together, QR check-in for the in-person day.

  • Self-paced units
  • Learning paths
  • Live sessions and rooms
  • Cohort scheduling
  • Auto-generated intros
  • Knowledge validation
  • QR check-in and signature
  • Any device

General, then the role

The foundation for everyone, then the path for the role

Company foundation first, then the role-based ramp, assigned from the HRIS attributes, with no one assembling by hand.

See the Role-Based Ramp-Up journey

The people around the hire

A manager and a buddy, each with their own checklist

The manager's week-one and week-four checklists, a buddy assigned with their own tasks, task delegation and nudges, all visible on the hire's journey.

  • Manager dashboard
  • 1:1 checklists
  • Task delegation
  • Auto nudges and alerts
  • A buddy with their own tasks

The pulse

Ask the hire how it is going, at 30, 60 and 90

Satisfaction surveys on the journey, tied to the step they were collected about, read by the manager and by HR.

  • Survey at 30/60/90
  • Tied to the step
  • Manager view
  • Trend across cohorts

Proof of readiness

Know she is ready, not just that she finished

Completion is the floor; readiness indicators, the pulse and a manager's sign-off show whether the person can do the job.

  • Completion tracking
  • Readiness indicators
  • Manager sign-off
  • The 30/60/90 pulse
  • Onboarding dashboard

Try it

  • Build a 30-60-90 day onboarding journey

    Three phases for one role, a checkpoint quiz per phase, and the courses you already have reused where they fit.

    Your AI asks you

    The role, what "ramped" looks like at 30/60/90, any existing material, who signs off

    New to Juno? See it in a demo
    The prompt

    I want a 30-60-90 day onboarding journey in Juno Journey for one role, so new hires ramp on a clear path instead of a pile of links. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. The role and the team 2. What “ramped” looks like at day 30, 60 and 90 3. What material we have outside Juno, if any, and where 4. Who signs off at each milestone Ask these in one message, then wait for my answers. For material outside Juno, check that source is connected in this chat; if not, I’ll connect it or upload files. Don’t invent our processes. Search Juno first and reuse existing courses and quizzes wherever they fit. Then propose the journey: three phases, the courses in each, a checkpoint quiz per phase, and the gaps you’d fill with short new courses. After I approve the outline, build the new pieces and the journey as drafts. Don’t publish, assign or notify anyone until I say so.

  • Spin up a new-hire channel for one role

    Week 1 to day 90 in topics, with a short lesson for every gap.

    Your AI asks you

    The role, day 30/60/90 goals, any onboarding docs outside Juno, when new hires start

    New to Juno? See it in a demo
    The prompt

    I want a new-hire channel in Juno Journey for one role, so a new person knows exactly what to learn and when. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. The role 2. What they should be able to do by day 30, 60 and 90 3. Whether we keep onboarding docs outside Juno, and where (or I’ll upload them) 4. When the next hires start Ask these in one message, then wait for my answers. If the docs live in another tool, check it’s connected in this chat; if not, I’ll connect it or upload the files. Don’t make up our processes. Search Juno first for onboarding courses and journeys we already have for this or similar roles. Then propose topics like Week 1, Month 1, Tools and People, filled with existing content, with short draft lessons only where there’s a gap. Show me the outline, then build it as a new private channel and preview it. Adding content to a channel with members notifies them, so ask before touching an existing one. Don’t publish, assign or notify anyone until I approve.

  • A learning digest for every manager

    One view per manager: who finished, who's overdue, and one suggested nudge.

    Your AI asks you

    Which managers or teams, which numbers matter, the period, anything from outside Juno

    New to Juno? See it in a demo
    The prompt

    I want a learning digest for every manager: who on their team finished what, who’s overdue, and one thing to follow up on. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. Which managers or departments to include 2. Which numbers matter (completions, overdue, scores, time spent) 3. The period it covers (e.g. the last 7 days) 4. Whether to add anything from outside Juno, and from where Ask these in one message, then wait for my answers. Check anything outside Juno is connected in this chat; if not, I’ll upload an export. If you can’t read completions here (analytics may be off for our account), I’ll upload an export from Juno. Never fill in numbers you can’t read. Build an interactive artifact: one view per manager with their team’s progress, overdue items and a suggested nudge. State definitions, data gaps and counts. Show me a sample for one manager first. Nothing runs on a schedule; tell me how to refresh it. Don’t send it to anyone or notify learners.

Every prompt

Three shapes of the same onboarding

A remote wave, a sales ramp turned into money, and an HRIS setup that takes the manual work away.

“We had to onboard 100 new hires remotely and connect them directly with their teams' objectives and workflows. Using Juno's onboarding path, we decreased the time and manpower involved by 20% and were able to finalize the process within a month.”

20% decrease in time spent onboarding

100 new hires onboarded remotely within one month

Hili B., HR & OD Expert at Kaltura.Hili B.HR & OD Expert, Kaltura
“Speaking from my experience, Juno is the perfect combination of functionality and flexibility. Juno is really intuitive to use, and allows me to quickly build courses, create high-quality journeys, and maintain them all easily in one place.”

Sales Onboarding: Saved the company $950K over two years, or $577/person/day by shortening sales ramp time.

Meagan D., Director of Sales Enablement at Hunters.Meagan D.Director of Sales Enablement, Hunters
“Setting up integrations like HRIS and SSO is straightforward, which saves a lot of manual work.”
Alexander D., Product Owner at Raiffeisen Bank.Alexander D.Product Owner, Raiffeisen BankG2

The same journey, for the people who don't work for you

The onboarding number your CPO will repeat

At the quarterly review the honest answer is usually a completion rate, and everyone in the room knows that is not the question that was asked. This is the view that answers it.

Start where onboarding breaks for you

Three moments inside the same onboarding. Most companies are solid on one of them and improvising the other two.

Everyone's first week

How it works here, the policies, the tools, the people. Judged on whether any of it is still true for them three weeks later.Company & Dpt-Wide Orientations

The role they were hired for

The ramp that belongs to one job and to nobody else in the building. Judged on the day their manager confirms they can do the job on their own.Role-Based Ramp-Up

The whole intake at once

Fifty people starting in the same month across four offices, on the same milestones. Judged on how long the wave takes to reach the same place.Onboard Cohorts at Scale

Questions people ask.

How do you measure time to productivity for new hires?

Time to productivity is the number of days between a new hire's start date and the day their manager confirms they can execute independently. Juno asks that question at the checkpoints you set, records the answer, and reports the span by role, team and location.

How does onboarding start automatically when someone is hired?

Your directory sync, over SCIM and SSO, creates the person in Juno with their hire date, department, location, employee type and manager. Automation rules match those fields and assign the right Journey, with an optional time delay between the trigger and each step. Nobody opens the platform to start it.

Is onboarding software more than an automated checklist?

Juno runs the onboarding, then puts one question to the hiring manager: can this person do the job on their own. Their answer is what closes the onboarding. Completed steps are still tracked, and they sit beside that question as evidence for it rather than as the answer.

Can a new hire get anything before their first day?

When the directory sync creates the account, Juno sends a welcome email carrying a magic link. Cohort invitations reach the calendar the same way, and a guest can attend a live session without an account. Access before the start date depends on when the account is created.

What happens to a new hire after onboarding?

The ramp ends and development begins. What the manager confirmed, and what the last checks showed was still missing, carry into a personal development plan and into the career paths the company already publishes. Onboarding hands the person over with a record behind them.

Can we onboard customers and partners the same way?

Yes. The same engine runs journeys for people who are not on your payroll: a customer academy, a partner certification, the same cohorts and the same checkpoints. The population changes, the KPI changes, and the person who decides it worked changes. Customer and Partner Training is a separate workspace for external audiences.

Can I ask ChatGPT who hasn't finished onboarding?

Yes, through Juno's MCP server. Your own ChatGPT, Claude, Copilot or Cursor reads the state of onboarding and drives Juno: it can pull who is behind, assign the missing step and notify the manager, inside the permissions that account already has, with explicit review before anything is sent.

What does Juno cost?

Juno's current plans and what each one includes are on the pricing page.