juno journey
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Every new hire starts on the same foundation.

Who we are, what we sell, how the company is organised, our values and a word from the CEO, then the department and the people in it. One orientation every new hire starts on, built once and kept current.

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4.7 / 5G2

Day one is a deck from last year.

The org chart still shows people who left, the product slide misses the last launch, and every department added its own version.

How it works

1Trigger & Signal

  • Workday / your HRISA new hire: start date, department, office

2Knowledge Design

Your LLM + Juno MCP

  • Assigns the company orientation and the department layer
  • Schedules the CEO welcome
Human approval

3Delivery & Adoption

  • The new hire
  • Her manager
  • The department lead

4Measure

What stuck after the first week

Her first two days, set up in one conversation

Maya joins Engineering in Lisbon on Monday. Give her the company orientation and the Engineering layer.

Claude
The first two days, on the calendar

  1. Mon9:00

    Welcome and the CEO word

  2. Mon

    Company orientation

    Who we areOur productsThe org chartOur values

  3. Mon16:00

    Check-in with her manager

  4. Tue

    Engineering

    The teamsThe ritualsThe people to know

  5. Tue17:00

    A 5-question check

  6. Wed· Role ramp starts

The company, once, for everyone

  • Who we are, in the CEO's words

    A short welcome video from the CEO opens the orientation.

  • What we sell, product by product

    Each product in its own short step: what it does and who it is for.

  • How we are organised

    The org chart as it stands today, with the teams and who leads them.

  • Our values, with real examples

    Each value next to a moment from inside the company that shows it.

  • Where things live

    The tools, the channels and the people to ask, in one step.

  • The same for every office and language

    One orientation for every office, published in the languages your teams work in.

Then the department, and the people in it

Engineering's version is the company version plus Engineering's: its teams, rituals, key people, a buddy; one layer per department, one per office where needed.

The org chart changes. The orientation follows.

When a policy, a product or the org chart changes, your LLM flags the step it touches and you approve the update; the next hire gets the current version.

See what stuck after the first week

The +7 check and the new-hire pulse, read per department.

Try it

  • Redesign our internal academy around this quarter's priorities

    What matters now goes first: the priority, the courses behind it, and each team's channels.

    Your AI asks you

    Your top 2-3 priorities, who each is for, what goes first, your website or brand colors

    New to Juno? See it in a demo
    The prompt

    I want to redesign our internal academy in Juno Journey around this quarter’s priorities, so people see what matters first. 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. Our top 2-3 priorities this quarter 2. Which departments or roles each priority is for 3. What should come first on the page, and what can move down 4. Our website or brand colors, so it looks like us Ask these in one message, then wait for my answers. If you can’t read our website, ask me for the colors instead of guessing. Start by reading our current academy page and the courses, journeys and channels we already have for those priorities. Tell me what’s missing before you propose anything new. Then save a new draft version of the academy page: a priority banner, one row per priority built from existing content, and the gaps clearly marked. Show me a preview. Don’t set it live, assign courses or notify anyone until I explicitly approve.

  • Make a 60-second explainer video

    Storyboard first: scenes, narration, on-screen text. It renders only after you approve it.

    Your AI asks you

    The topic and takeaway, the audience, source material, brand colors, any screenshots

    New to Juno? See it in a demo
    The prompt

    I want a 60-second explainer video in Juno Journey that teaches one idea clearly, even with the sound off. 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 topic and the one thing viewers should remember 2. The audience 3. Source material (upload it, tell me where it lives, or use a Juno course) 4. Our brand colors, and any real screenshots I want in it Ask these in one message, then wait for my answers. If the source lives outside Juno, check it’s connected in this chat; if not, I’ll upload it. Stick to the source: no made-up claims or numbers. Check Juno first for the course this video belongs in, or an existing video on the same topic. Then write a storyboard: scenes, narration, on-screen text, visuals. Show it to me and render nothing until I approve. After that, render it, add it to the course as a draft, and don’t publish 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.

  • Find training that's out of date

    Claude checks your courses against your source of truth and lists what to fix first.

    Your AI asks you

    Where your source of truth lives, which topics matter most, what counts as a recent change

    New to Juno? See it in a demo
    The prompt

    I want to find training in Juno Journey that no longer matches how things actually work today. 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. Where our source of truth lives (product docs, release notes, policies) 2. Which topics or courses matter most 3. How recent a change must be to count Ask these in one message, then wait for my answers. Check that source is connected in this chat; if not, I’ll connect it or upload the documents. Only flag drift you can show evidence for. Read the relevant Juno courses, quizzes and journeys, compare each claim to the source, and give me a table: course, what it says, what the source says now, severity, suggested fix. This is a review, not an edit: change nothing yet. Offer to draft updated versions of the top items; after I approve, save them as drafts and don’t publish until I say so.

Every prompt

“Our company academy is very active. It's very comfortable and we use it a lot. We publish all the events that we have, whether they're face-to-face or online.”
Michal G.Global Learning Manager & HRBP, Gilat

Unified internal training process for all employees regardless of department

KalturaCase study

Every customer academy and partner curriculum has its own orientation.

Questions people ask.

What should a company orientation include?

Who the company is, what it sells, how it is organised, its values and where things live: the tools, the channels and the people to ask. Then the department's own layer, with its teams, rituals and key people. The list is the easy part. Keeping it current, and knowing whether it stuck, is where orientations fail.

What is the difference between orientation and onboarding?

Orientation is the first days, the same for every new hire: the company, then the department. Onboarding is everything that follows, per role: the tools, the processes and what is expected. In Juno the orientation runs first, and the role-based ramp-up starts when it ends, on day three in the example above.

How do you keep a company orientation current?

When a policy, a product or the org chart changes, your LLM reads the change where your company already wrote it down, finds the orientation step it touches and drafts the update. The owner of that change approves it before anyone sees it. The next new hire starts on the current version, without anyone remembering to edit a deck.

How can one orientation fit every department without becoming generic?

It is built in layers, not copies. The company orientation is one journey every new hire receives. Each department adds its own layer, and an office adds one where it needs to. Juno assigns the right combination by department, location, role or group, so Engineering in Lisbon receives the company, Engineering and Lisbon.

What happens to people who already took the old version?

The next hire gets the current version. For people already through it, you decide: your LLM can prepare an update on the changed step for them, and you approve who receives it. When a regulated policy has to reach everyone and be provably current, that is the policy updates journey.

Can the orientation run in every office's language?

Yes. The same orientation serves every office, with a local layer where an office needs one, such as Lisbon's welcome and practical details. It is published in the languages your teams work in, and each new hire receives the combination assigned to their location and department.

Do I need my own LLM to run this?

Your LLM does the reasoning: it reads the change, decides which step it touches and prepares the update. Juno's tools do the work, through Juno's MCP server, within your existing Juno permissions and with no API keys. You can also build and assign the orientation directly in Juno, without an assistant.