Send a welcome path before day one
The new-hire record starts a short path: paperwork, a welcome video, the first-week plan.
HEvery new hire
Journey Plays for every team. Ready to run in Juno.
Pick your team or an app you use. Each Journey Play runs from Claude, ChatGPT or Copilot, and nothing goes live until you approve.
- Journey Plays
- 83
- teams
- 6
Journey Plays for HR
The whole employee lifecycle, from the offer letter to the next role. Written for: I run People / HR and I own this part of the employee lifecycle.
01Pre-onboarding
Before day one: paperwork, welcome, a manager who is ready.
Get the manager ready for a new arrival
A checklist, the buddy intro and the first 1:1s, prepared for the hiring manager.
HGCEvery new hire
Policies acknowledged before day one
The handbook and key policies, each with an acknowledgment, done before the first login day.
Every new hire
02Onboarding
The first 90 days, for every role and every wave.
A 30-60-90 ramp for every new role
Three phases, a checkpoint each, your existing courses reused where they fit.
Every new role
A new-hire channel for one role
Week 1 to day 90 in topics, with a short lesson for every gap.
Every new role
Plan every onboarding wave from one calendar
Sessions, hosts and attendance for a whole cohort, on one calendar.
GCBETAEvery waveKeep the company orientation current
The foundation everyone gets, checked against your policies every month.
Day 30: who is on track
Every new hire's progress at day 30, with one nudge for each manager.
Live viewEvery new hireMatch every new hire with a certified buddy
Each new hire paired with a buddy who is certified for it, set on their onboarding path.
HEvery new hireYour academy in every language your people speak
One academy page, translated into every language you need, each one reviewed before it goes live.
Once, then kept currentA catch-up for everyone who missed the session
No-shows found, the recording or a short lesson sent, a deadline set.
After every live session
03Needs & skill mapping
What each role needs, and where the gaps are.
Map the skills each role needs
Competencies and expected levels per role, drafted from your job descriptions for you to approve.
BETAOnce, then yearlyRun a skills check-in, self and manager
Each person rates their level, their manager confirms, and the gaps appear by team.
BETATwice a yearSee the biggest gaps by team
Teams down the side, skills across the top, the three weakest spots first.
HBETALive viewEvery quarter
04Compliance, training & policy
Mandatory training, new policies and the proof.
Roll out a policy with proof it landed
A short course, a 5-question check and an acknowledgment, with a clear list of who is done.
Every policy changeRemind the people who have not finished
Drafted reminders for the overdue, sent only when you say so.
See the compliance gaps before the deadline
Overdue first, by team and topic, ready for the audit.
HLive viewEvery weekHarassment training for every state and role
The right version for each location and role, assigned from HRIS attributes.
05Development plans
Objectives turned into plans people follow.
Turn this quarter's objectives into plans
A plan for everyone the objective touches, committed by their managers.
BETAEvery quarterClose a skill gap the week it appears
Internal first, one external option, the request drafted for the approver.
When it happensA channel for one target skill
The best current courses and videos, one line on why for each.
Where the learning budget went this quarter
Spend by provider and by team, the top spenders, and the requests still waiting.
Live viewEvery quarter
06Manager development
From first promotion to senior leader.
New managers ready in their first 90 days
Starts on the promotion: the standard, the team, the first 1:1s.
HGCEvery promotion
A learning digest for every manager
Who finished, who is overdue, and one suggested nudge.
Live viewEvery weekPrepare my 1:1s for the week
Where each person is, what stalled, one thing to suggest.
Live viewEvery weekTurn a review into a plan with dates
What you decided in the review becomes steps, dates and a check.
BETAEvery review cycle
07Career paths & internal mobility
Show people where they can grow here.
Show every employee the path to the next role
The path, the distance to it, and a plan agreed with the manager.
BETATwice a yearInvite a mentor onto a goal
One person, one goal, nothing to administer.
BETAWhen it happensWho is closest to the next role
For one path, the people whose distance is closing, for the talent review.
BETALive viewEvery quarter
Also in Journey Plays
How it works
- 01
Connect Juno once
- 02
Pick a Journey Play and answer its questions
- 03
Review the draft, approve, and let the routine repeat it.
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