Enboarder

For engineering consultancies working across multiple sectors, onboarding isn’t just a checkbox. It’s the primary bottleneck between talent acquisition and new hire productivity. Assystem in the UK turned this challenge into a competitive advantage, dramatically accelerating its time to mobilisation and supporting faster productivity.

This streamlined approach meant that recruiters no longer had to remember “to do everything manually.” For the People team, real-time control was transformational.

For global HR technology organizations managing high-volume hiring across dozens of countries, onboarding fragmentation isn’t just an operational challenge—it’s a direct threat to employee experience, manager effectiveness, and business scalability. With 750+ new hires annually across 26 countries and three legacy entities from M&A, Cornerstone faced a critical decision: continue managing hundreds of manual onboarding tasks, or transform the entire experience through strategic automation.

To address fragmentation, reduce manual workload, and elevate engagement, Cornerstone implemented Enboarder as the central platform for onboarding communications, task management, and experience design. Planning began in May 2020 across 26 countries and three legacy entities: Cornerstone, Saba, and Lumesse – each with unique processes and regional nuances. Enboarder was officially launched in December 2020.

The result? A reimagined onboarding journey that elevated engagement, eliminated chaos, and freed the People team to focus on what matters most: connection, not coordination.

That inconsistent onboarding process was also a huge challenge for managers bringing on new employees: “They didn’t know where to go to find documents and then they would follow a breadcrumb trail, asking 10 different people. So the workload then blows up,” says Beca.

That’s when Beca stepped into a newly created employee experience role on Sarah’s team and really evolved the program. “Where we are now from where we started are very different places and it just continues to evolve,” Beca notes.

Creating an exciting, informative onboarding experience can make a huge difference in how engaged and motivated new hires feel about joining your company. But how do you take that process and scale it across more than 50 sites and for more than 17,000 employees? That’s the challenge Lonza needed to solve.

Achieved 99% engagement rate for new joiners during onboarding

⚙️ The Challenge: Disparate Processes and Manual Onboarding

As demand for O.C. Tanner’s recognition solutions increased these last few years, so has hiring. Bringing on 200-300 new hires annually, the recruiting team saw an opportunity to streamline the entire onboarding and orientation process.

What is the business impact of partnering with Enboarder? “Our team obviously loves it because it takes so many manual tasks away,” says Kylie. In fact, she estimates that using Enboarder saves each employee involved in the onboarding process about five hours per new starter . And that doesn’t include the time and resources saved during offboarding by automating the return of mobile phones and laptops.

The company-branded PPE we mentioned? The Enboarder journey automatically collects new hires’ sizes during pre-boarding and sends a link to the PPE purchasing website directly to hiring managers. It sounds simple, but with different PPE coming in different size standards, and with different regions purchasing from different suppliers, this step alone saved hours of work. Now everybody, no matter the circumstances, has their PPE ready to go for their first day.

For example, the team knew that managers had the single largest impact on TomTom’er engagement , so challenges with low manager engagement needed to be addressed immediately to prevent more serious business consequences.

TomTom’s onboarding program was so successful that the company has adopted it globally, and they’re currently in the process of rolling Enboarder out to all of their other locations for their other HR programs as well!

💬 “Now we know what our new hires like and what our managers like to receive, and we’re able to reach out in a timely fashion if we’re seeing a lack of engagement.”

When the majority of your employees don’t have access to a company computer or email address; company-wide communications become a challenge. Throw in a global pandemic and the challenge intensifies. During a pandemic, communication becomes essential. Organizations needed the ability to quickly reach every employee – and a solid way of ensuring the critical information was being received. Unfortunately, traditional methods weren’t cutting it. “We were finding emails weren’t necessarily getting attention – they were getting forgotten or pushed to the side,” says Rhiannon Jarrett, HR Business Partner at Hugo Boss Australia.…

The team had already been using Enboarder to onboard and offboard employees for years, and knew first-hand how easy it was to cascade information through the platform. “When communication is critical, Enboarder absolutely felt like the best platform to use. It was clear to us that being able to reach our employees across any device (computer, phone, tablet) was the most efficient and effective way to reach all of our employees. It was also the best thing we had for alleviating some of the pressure from the line managers who were trying to feed the information to the wider teams,” says Rhiannon. So, the Hugo Boss Australia HR team decided to get creative.…

Enboarder has proven to be a powerful communication tool for Hugo Boss during COVID-19. In addition to ensuring critical information is being received, they’ve harnessed the ability to create crucial two-way communication between HR and employees. “I integrated a questionnaire that we sent to our retail team to see how they’re feeling about returning to work, how they felt about the communications they were given over the past few months, and how they might be going with their physical and mental health,” says Abbey. “We received a lot of positive feedback and we’ve had employees reach out to the HR team to say thank you, feeling valued and that Hugo Boss really cares. It’s been a great way for our retail employees to communicate with us.”

When your best talent is scarce and hard-won, retention isn’t just an HR metric, it is a business priority. Here is how Lauren Hoare and Ellie Wyatt at Lockton designed a more human onboarding experience, enabled through Enboarder, that makes people feel welcomed, connected, and proud to be there from day one. More new joiners feel confident in their decision to join Lockton +15% Increase in understanding what their benefits package actually contain New hires rate their onboarding experience an 8 or higher out of 10

After over a year of building, refining, and running the program, the team had a clear way to show what it was doing. They compared every question in Lockton’s global 90-day onboarding survey before and after Enboarder was rolled out in the UK. That’s the point at which new joiners have been through the full shape of the experience. The numbers tell the story of a team that is getting it right.

Better understanding of benefits. The direct result of replacing a portal login with a guided, human moment.

Nearly 100 years ago, Landor’s visionary founders – Walter Landor and Rodney Fitch – pioneered modern brand consultancy and retail design. This rich history is still deeply embedded in Landor’s culture. It also presents a challenge: How can Landor build and sustain a global employee experience that’s inherently connected with its external brand?

Or the equivalent of a full headcount saved by automating onboarding with Enboarder

Becky Greensmith, systems & communications partner at Motorpoint, explains that Motorpoint’s previous onboarding process was “very manual” (think color-coded spreadsheets), with lots of emails sent back and forth between HR and hiring managers: “From the hiring managers’ perspective, it was confusing knowing who is responsible for each part of the process and emails might go to the wrong person. It was a lot of chasing.”

Now the HR team is able to gather feedback from new hires in real-time and act on any issues right away: “The workflows are brilliant because we can change things at the drop of a hat if we need to.”

The Challenge: 1,000+ New Sales Reps Annually, 3 Overlapping Cohorts

With such a large influx of new sales people, the learning and development team was challenged with providing a personalized learning experience at scale. They tried giving hiring managers coaching and mentor guides, but had no visibility as to whether the guides were being used. They then implemented an informal mentoring and shadowing program, but had no way to hold participants accountable. Even worse, sales turnover was becoming a big issue.

Through the streamlined coaching and mentoring program, new sales reps are being introduced to the right people to help them be successful in their roles: “They all really appreciate that connection.”

The Challenge: Managing Onboarding in Hyper Growth Hiring

Using Enboarder has also streamlined the cross-functional collaboration needed to get new hires onboarded quickly, including laptop ordering: “Previously our tech team had to go into the massive spreadsheet and see if their click was done and then put it into another system. Now they’re just getting the messages they need to see. This also helps them manage stock, using Enboarder dashboards to forecast how many laptops are needed from week to week. We weren’t able to do that before.”

New hires at TomTom’s headquarters were having a very different experience to staff in other locations worldwide. “We wanted all new hires to feel they were getting the same experience, the same information. We needed to ensure there was no information being left out for anyone.” As the company already used Workday, the HR team wanted a solution that integrated with the HRIS system that would give them greater scope and customization for onboarding. “We wanted to be able to customize the onboarding experience for new joiners globally and include relevant and interesting content.”

TomTom held a Request for Proposal. Their goal: a solution that could integrate with Workday, while offering a consistent, scalable and engagement-rich onboarding experience. “We selected Enboarder because it was clear they shared our vision for onboarding and we wanted a true partner, not just a platform solution.” Working closely with Enboarder, the organization created a global onboarding journey that ensured all new hires were receiving the same information. Best of all, they built an onboarding journey that was fun and engaging, enabling them to leverage and maintain new hire excitement from signing through to Day 1 and beyond.…

90-day retention has improved and TomTom’s HR team are able to deliver consistent onboarding experiences to all new hires, regardless of location.