Orientation gives everyone the company. The role ramp gives each person the job: the tools they use, the processes they follow, what is expected of them, and a manager who confirms they can do it.
Support engineer ramp
Lina K. · started Wednesday, day 3
60%complete
Steps: 3 of 5Manager check: day 30
Your support engineer sat through the CRM demo, your account executive learned the ticket queue, and neither was ready on day 30.
How it works
1Trigger & Signal
2Knowledge Design
Your LLM + Juno MCP
3Delivery & Adoption
4Measure
The day each one can do the job, confirmed by a managerLina (support) and Omer (AE) finish orientation Tuesday. Start their ramps Wednesday, manager check day 30.
Account executive ramp
Omer S. · starts Wednesday, day 3
0%complete
Steps: 0 of 5Manager check: day 30
The tools
Lina, support engineerThe ticket queue, the knowledge base, the product's admin console
Omer, account executiveThe CRM, the call recorder, the pricing sheet
The processes
Lina, support engineerTriage, escalation paths, the response time a priority ticket needs
Omer, account executiveDiscovery, qualification, the handoff to customer success
What is expected
Lina, support engineerResolve a standard case alone, escalate the rest with the right context
Omer, account executiveRun a first call alone and log a qualified opportunity
The first real task
Lina, support engineerA live case, worked end to end
Omer, account executiveA discovery call, run end to end
The check
Lina, support engineerDay 7 and day 21: the product and the escalation paths
Omer, account executiveDay 7 and day 21: the product and the qualification criteria
The manager's question
Lina, support engineerCan she take the queue on her own?
Omer, account executiveCan he run a first call on his own?
Wedday 3
Role ramp starts
day 7
First check
day 12
First real task
day 21
Second check
day 30
Manager: can she do the job?
day 30
Not yet: two steps added
day 34
Omer
If a person matches all of the criteria: Role Support engineer, Department Support, Employee type Full-time, then auto assign to a training Support engineer ramp.
Matched this month: 4If a person matches all of the criteria: Role Account executive, Employee type Full-time, then auto assign to a training Account executive ramp.
Matched: Omer S., Noa L.The support ramp and the sales ramp are two objects, each built once.
Role, department, location and employee type decide who gets which ramp.
A new hire who matches the criteria gets the ramp on their own.
Your LLM and Juno assemble it from the courses you already have.
Not whether they finished the ramp. Whether they can do the job.
Can Lina do the job?
The manager answers one question, not a form: can this person do the job?
Both checks and the first real task sit next to the question.
A not yet adds the steps still missing and sets the next check.
A yes records the day this person could do the job, and who said so.
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
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.
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
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.
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
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.
Sales Onboarding: Saved the company $950K over two years, or $577/person/day by shortening sales ramp time.
“Juno Journey makes it so much easier to build and manage upskilling programs for our teams. I love how quickly I can develop learning paths, it saves a lot of time and effort.”
Each hire's ramp: where they are, what they passed, when they were confirmed.
The same confirmations, gathered across every hire in a role.
Roles side by side, so you see where people take longest.
What the not yets had in common goes back into the ramp.
