Before blaming the next hire who does not work out, check whether the role itself is designed to fail. Ten questions score your onboarding structure, independent of who fills the seat.
This tool provides general structural guidance and is not a substitute for a full onboarding program review.
A hire can be entirely capable and still fail in a role with no clear expectations, no assigned trainer, and no early check-ins. This tool isolates the structural factors that are within the employer's control, independent of the specific person hired.
A role with prior turnover or performance failure is telling you something. Running the same onboarding process again and expecting a different result is a common and avoidable mistake; the fix is reviewing the role and process, not just hiring more carefully next time.
Most preventable early departures and performance failures trace back to gaps in the first 30 to 90 days: unclear expectations, no assigned trainer, and no scheduled check-ins to catch small problems before they compound.
No. That tool prices what a failed hire cost after the fact. This tool assesses the onboarding structure before or during a hire to reduce the odds of failure in the first place.
Undefined role expectations combined with no assigned trainer. New hires in that combination are essentially learning the job by trial and error, which takes longer and fails more often.
It is most valuable for roles with a history of turnover or failure, and worth a quick check before any hire into a role that has never been formally onboarded before.
Start with role clarity and an assigned trainer. Those two items are the cheapest to fix and produce the largest reduction in onboarding risk.
Book a no-cost 30-minute consult. Bring your result, and leave with a straight read on the risk and a practical next step.