ATTRACT finds the right person. ALIGN makes sure they land: aligned with role, manager, team and culture. Onboarding is the core, to whatever degree the situation calls for, from a light, structured start to a deep programme.
You've found the right person. But the first weeks decide whether the match is actually realised: whether expectations are aligned, whether the relationship with the manager holds, whether the new colleague finds their place in the team and dares to speak up.
This isn't only about IT access and a welcome pack. It's about alignment, the human connection between person, role, manager, team and culture. ALIGN makes that connection deliberate.
Not every hire needs the same thing. ALIGN scales the onboarding to role, level and complexity, so the effort fits the situation.
The essentials, put into a system.
Person and role aligned from day one.
For key roles and complex transitions.
All insight from ATTRACT carries forward. The manager meets the new colleague prepared, with a real picture of the person, not a blank page.
A clear plan for the first three months: what should be learned, met and mastered, and when. Expectations become visible and shared.
The new colleague is paired with a mentor who actually fits as a person, not just whoever had time.
Short, ongoing check-ins via Ajuna show whether the landing is going to plan, while you can still do something about it.
After 90 days you know whether it worked, and what you can do even better next time.
A concrete, shared plan, scaled to the role.
The right mentor, chosen on human fit.
Ongoing pulse checks that hold the course.
A clear picture of the landing after 90 days.
Onboarding is the core of ALIGN, but ALIGN is broader: it's about aligning the person with role, manager, team and culture, not only getting them through the first week. And it scales to need.
Less than you'd think. The plan and the rhythm are set in advance. The manager mostly needs to be present in the check-ins that are already in the calendar.
Understand the person in relation to role, manager, team and culture.
See service →EVOLVELeadership, development and culture, built in everyday work.
See service →OUTPLACEClarity, direction and coaching all the way to the next job.
See service →Recruitment is the hard part, onboarding is the easy part, many think. But the decision to stay is made long before it's ever said out loud.
Bad hires rarely come down to the interview. They come down to what was never measured: the team doing the hiring, and the difference between performance and potential.
Tell us where you are, and we'll suggest a concrete first step.