Onboarding
Daniel joined ten days ago and still pings Amanda five times a day
Worst of all, it's not every single time that Amanda has the answer. The onboarding journey involves multiple departments and nobody alone carries the full picture. If only Daniel could activate those different departments on his own, he would spare Amanda's attention and everybody's time. With Eddy, those bridges are built by default, and new members are never in doubt about who to activate for every distinct inquiry.
The Usual Mess
The Shared Assumption
HR thinks IT provisioned the laptop. IT is waiting on HR for the start date. The manager assumed someone sent the welcome pack. Nobody dropped the ball on purpose — there was never one place that showed the whole journey.
The Inbox Handoff
Each department has a checklist in email or a folder. The new person fills the same details three times. When something changes — a delayed start, a different team — nobody updates the same version.
The Status Chase
Week two, someone asks whether they are fully onboarded yet. You ping three people, scroll threads, and still cannot name which step is blocking the rest.
Who usually has this problem
- New members who do not know who to ask for a piece of information
- Managers or buddies who become the unofficial helpdesk
- HR or people partners who own the journey but not every department's answer
- IT, facilities, finance, or other teams that own a slice of the first weeks
- An ops coordinator who gets the 'are they done?' ping
Typical shape: A first journey (or a role change) across several departments, repeating hire after hire, with no one person carrying the full picture.
What Eddy does for this job
- The onboarding journey is a Map with roles and a next step — bridges to each department are already there.
- The new member joins from a link and can activate the right people for each inquiry instead of routing everything through one colleague.
- New members see the full journey as a visual map — where they are, what's next, who to contact for each step.
- Each department sees its step when it is their turn; details entered once flow to later stages.
- HR or ops can see all onboarding sessions on the map, nudge departments that are slow, and reopen a stage if something was missed.
- Questions and integrations stay on the same run, so they can be logged and used to improve the next journey.
- The Sheet shows the status of each run (who started, who finished, what is still open). The Analyze view shows how long each stage took.
When Eddy is a strong fit
Strong fit
- Several departments must finish their part of one journey.
- New people (or role changes) keep pinging one colleague because nobody carries the full picture.
- You already have a welcome email, checklist, or handbook.
- The pattern repeats hire after hire and you want each run to improve the next.
Not the right fit
- You need payroll, contracts, or core HR storage.
- You only need a single static form.
- You only need records, not a run of shared work.
- For a course and completion tracking, see Training.
- For required programmes with inspection proof, see Compliance.
Run one real onboarding journey
Start with the welcome process that currently lives across email, chat, and whoever remembers the checklist. Build the stages, roles and handoffs as one Eddy Map.