Most onboarding ends when the forms are signed. But it doesn’t mean new hires will stay long-term. Phenom Onboarding streamlines the first 90 days so it feels like one personalized journey, and new employees become productive sooner and stay longer.
Orientation ends, support drops, and your new hire starts navigating real work on their own. The parts that matter sit across HR, IT, and a manager with no shared view, so access arrives late, a check-in gets missed, and nobody sees the drift until someone resigns. By then you’ve paid the hiring cost twice.
Phenom Onboarding builds a journey around the person rather than a checklist on a record. Role, location, and work level decide what each new hire sees and when they see it. Documents, provisioning, and compliance steps run as automated workflows across HR, IT, and the manager. Check-ins are scheduled in advance rather than left to whoever remembers. Progress stays visible to everyone who needs it, new hire included.
Most onboarding tools open an empty record on day one, so the new hire re-enters what they already gave you and their manager learns nothing from the hiring process. Onboarding reads the same talent record that was developed before they joined, so the profile and the skills captured then carry straight through the first 90 days and beyond.
Nothing is re-collected. Candidate profile and skills carry straight into the employee record.
Personalized journeys. Onboarding experience tailored by role, location and work level.
Compliance documents are auto-generated. Every task logged for audit.
For HR operations, IT, and talent managers who own the first 90 days.
Week one usually gets the attention and the budget, and by week three the new hire is on their own. Onboarding stretches the journey across 90 days: foundations first, then applied work, then wider responsibility as capability shows. The manager gets a defined part in it rather than a standing instruction to keep an eye out.
Paced, not front-loaded Learning arrives with set tasks and milestones to hit.
Autonomy earned Responsibility widens as capability shows, not based on a fixed date.
Managers guided Responsibilities and cadence defined rather than assumed.
Traditional onboarding processes are administratively heavy, with work that falls across multiple teams. Onboarding collects and validates documents on its own, triggers provisioning once prerequisites clear, and sequences compliance steps in order. Errors surface early, and HR spends more time ensuring new employees have a smooth transition.
Provisioning on trigger Access requested when prerequisites clear, not after.
Validated on collection A wrong document is caught rather than chased.
Compliance in sequence Steps run in order, with the record kept as they go.
Most early departures are visible weeks before they happen, in missed check-ins, delayed access and falling engagement. Onboarding surfaces those signals in one view across roles, cohorts and managers, while onboarding is still running. HR and the manager get told where to step in.
Signals, not surveys Missed check-ins and stalled access surface on their own.
One view Progress across roles, cohorts and managers in a single place.
Design feedback See which parts of the journey hold up and which do not.
Onboarding sits between hiring and internal mobility on one platform, so a new hire's profile, skills, and progress move forward with them instead of being rebuilt at every handoff. Agents handle the coordination between HR, IT, and managers. People handle the conversations.
Onboarding runs on the same record as Career Site and Talent CRM, so nothing restarts at the offer. Talent Marketplace then carries that profile into internal moves, so growth conversations begin before the first review.
Agents monitor progress and prompt action across HR, IT, managers, and the new hire, so a missed check-in or a delayed access request moves along without someone having to notice it first.
Onboarding data includes identity documents and government forms. Access is scoped by role, deletion runs to the retention schedule you set, and the audit trail is produced as work happens.
0
Compliance issues post-implementation
4.6/5
NPS score from new hires
72%
New hires engaged with preboarding content
The three main differentiators of the Phenom Onboarding product are its self-service content module, the integrations it allows with other software, and how it lets you collaborate with multiple teams from a single platform.
Phenom’s ability to handle complex vendor relationships while maintaining complete data security has fundamentally changed how we approach background verification at scale.
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