Employee Lifecycle
Onboarding & Offboarding Done Right
First impressions and final impressions define your employer brand. Build structured, compliant, and human-centered processes that set employees up for success from day one, and protect your organization when they move on.
4.6 out of 5 on Trustpilot
Photography pending, new Catapult media coming
69%
of employees stay 3+ years with great onboarding
20%
of turnover happens in the first 45 days
58%
of onboarding is focused on paperwork, not people
$4K+
average cost to replace a single employee
Why Onboarding & Offboarding Matter More Than You Think
Most organizations treat onboarding as a stack of paperwork and offboarding as an afterthought. Both are missed opportunities. A structured onboarding program accelerates time-to-productivity, reduces early turnover, and builds the cultural connection that keeps employees engaged long-term.
A well-managed offboarding process protects your organization from compliance risk, preserves institutional knowledge, and turns departing employees into brand ambassadors instead of disgruntled former staff.
Strategic Onboarding That Sticks
Great onboarding goes far beyond Day 1 paperwork. It is a 90-day experience that integrates new hires into your culture, connects them with their team, and gives them the tools and clarity to contribute quickly.
- Pre-boarding communication and welcome sequences
- First-day, first-week, and 30-60-90 day plans
- Manager onboarding toolkits and check-in frameworks
- Role-specific training schedules and mentorship pairing
- Compliance documentation (I-9, tax forms, handbook acknowledgment)
- Technology provisioning and systems access
Free resource: every task from signed offer to day 90, with an owner and the paperwork deadlines marked. Get the new hire onboarding checklist
Compliant Offboarding That Protects
When an employee leaves (voluntarily or not), how you handle the exit defines your risk exposure and your reputation. A structured offboarding process ensures nothing falls through the cracks.
- Exit interview design and analysis
- Final pay compliance (state-specific timelines)
- Benefits continuation and COBRA notifications
- Equipment and access revocation checklists
- Knowledge transfer and documentation protocols
- Separation agreements and release review
Two Sides of the Employee Lifecycle
Both require structure, compliance, and a human touch. Here is what we build for each.
Onboarding Program
Set every new hire up for success with a structured, engaging experience.
- Welcome communications and pre-boarding
- Day 1 orientation and culture immersion
- Manager onboarding guides
- 30-60-90 day milestone plans
- New hire feedback surveys
- Compliance and documentation
Offboarding Program
Protect your organization and preserve relationships during every transition.
- Structured exit interview process
- Final pay and benefits compliance
- IT and access deprovisioning
- Knowledge transfer protocols
- Alumni network and referral programs
- Post-exit survey and analysis
Why Catapult for Onboarding & Offboarding
Compliance-First Design
Every process we build accounts for federal, state, and local requirements, from I-9 completion timelines to final pay deadlines. No gaps, no risk.
People-Centered Approach
We design experiences, not just checklists. Your new hires feel welcomed, valued, and ready to contribute. Your departing employees leave with dignity and respect.
Measurable Impact
We track time-to-productivity, early turnover rates, new hire satisfaction, and exit feedback trends so you can see the ROI of a structured program.
The Employee Onboarding and Offboarding Process, Step by Step
A structured program runs about 90 days, with milestones at day one, week one and days 30, 60 and 90. Here is what happens at each stage.
Step 1
Preboarding
Welcome communication before the start date, equipment and systems access set up, and compliance paperwork ready to go.
Step 2
Day one
A planned first day with introductions, then the paperwork: I‑9 verification (within 3 business days), W‑4 and state tax forms, and the handbook acknowledgment.
Step 3
First week
A role-specific training schedule, required training such as harassment prevention and safety, and a mentor paired with the new hire.
Step 4
Days 30, 60 and 90
Check-ins at each milestone using a 30-60-90 day plan and manager check-in frameworks, then development conversations through the first year.
Offboarding follows the same structure in reverse: exit interview, final pay on your state’s timeline, COBRA continuation notices, equipment return, system and building access revocation, and knowledge transfer. Want the full task list for new hires? See the new hire onboarding checklist.
How We Build Your Program
1
Audit
We review your current onboarding and offboarding processes, identify gaps, and benchmark against best practices.
2
Design
We build custom workflows, templates, checklists, and communication sequences tailored to your organization.
3
Implement
We roll out the program with manager training, documentation, and technology integration.
4
Optimize
We measure results, gather feedback, and continuously refine the experience for maximum impact.
Frequently Asked Questions
How long should an onboarding program last?
Best practice is a structured 90-day program with key milestones at Day 1, Week 1, Day 30, Day 60, and Day 90. The most effective programs extend support through the full first year with regular check-ins and development conversations.
What compliance requirements apply to onboarding?
At minimum, I-9 verification (within 3 business days), W-4 and state tax forms, E-Verify (if applicable), handbook acknowledgment, required training (harassment prevention, safety), and any industry-specific certifications or clearances.
What should an offboarding checklist include?
A comprehensive offboarding checklist covers exit interview scheduling, final pay calculation (following state-specific timelines), benefits continuation notices (COBRA), equipment return, system and building access revocation, knowledge transfer, and separation agreement review if applicable.
Can you customize programs for different roles or departments?
Absolutely. We build role-specific onboarding tracks for different positions, departments, and seniority levels. An executive onboarding program looks very different from a frontline employee experience, and both should be intentionally designed.
Do you integrate with our existing HR technology?
Yes. We design our onboarding and offboarding workflows to integrate with your HRIS, payroll system, LMS, and other technology platforms. If you are using Catapult’s Enterprise LMS, integration is seamless.
How do you measure onboarding success?
We track metrics including time-to-productivity, 90-day retention rate, new hire satisfaction scores, manager feedback, and engagement survey results at key milestones. For offboarding, we analyze exit interview trends, voluntary turnover patterns, and compliance completion rates.
Build an Employee Experience That Lasts
From the first handshake to the final goodbye, every touchpoint matters. Let us help you build onboarding and offboarding programs that protect your business and strengthen your brand.
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