Your New Hire Made a Decision
in the First 90 Days.
Let’s Make It the Right One.
Turnover in the first 90 days is almost always an onboarding failure — not a hiring failure. The experience you create between offer acceptance and the end of the first quarter shapes whether someone becomes a long-term contributor or an avoidable departure.
Orientation Is Not Onboarding.
One day of paperwork and a tour is orientation. Onboarding is a 90-day structured experience that connects new hires to their role, their team, your values, and a path to feeling genuinely competent and included.
We cut 90-day turnover by 34% in a year after redesigning onboarding with Catapult. The biggest change was manager accountability at the 30-day mark. That one checkpoint alone changed everything.
What We Build Into Your Onboarding Experience
Structure that turns new hires into engaged contributors — fast.
Pre-Boarding Design
The experience from offer acceptance to day one — paperwork, culture prep, team introductions.
Day 1 Experience
First-day design that replaces anxiety with connection — structured, warm, and purposeful.
30/60/90-Day Milestones
Checkpoint frameworks with structured manager conversations, feedback loops, and support touchpoints.
Role Clarity Protocols
Tools to ensure new hires understand their role, their success metrics, and their manager’s expectations.
Social Integration
Activities and introductions that connect new hires to peers, culture, and informal networks.
Onboarding Satisfaction Surveys
Measurement of new hire experience at 30 and 90 days to continuously improve the program.
Your Best Hires Deserve a Best-in-Class Start.
Onboarding is your first real chance to prove that everything you said in the interview was true. Let’s make it count.