How long does it take to implement digital onboarding?

The first path is usually ready in 3 to 6 weeks, depending on the number of roles and the content to be produced. If you already have induction materials, we turn them into microlessons; if not, we produce them from scratch with your HR team.

Does the digital induction issue DC-3 certificates?

Yes. The safety, hygiene and skills courses that are part of the induction issue DC-3 certificates with the STPS to those who meet attendance and assessment, and the platform keeps the records for inspections and audits.

Does it integrate with our payroll or HR system?

Yes. We connect hires, exits and role changes from your HR system or directory so every new employee is enrolled in their path automatically, and we set up single sign-on with Microsoft or Google.

What if the employee does not have a computer?

The path works on the phone. For operational staff we design 5-to-10-minute microlessons, QR codes in the break room and, if needed, short on-site sessions during the shift recorded on the platform.

How does Geedle Bot answer the new hire's questions?

Geedle Bot is trained on your policies, manuals and induction recordings. It answers from the platform, WhatsApp or Teams in plain language, delivers the exact minute of the recording where the topic was explained and escalates to HR when needed.

Does it work for companies with several sites?

Yes. The same path applies across all sites with location variants (360° tour, contacts, evacuation routes), and HR sees progress by site and role on a single dashboard.

Induction · Onboarding · New hires

Digital onboarding: new-hire induction that people actually complete

We turn your company's induction into a 30, 60 and 90-day digital path: welcome, culture, processes, safety and role training, with phone microlessons, a 360° virtual tour of the facilities, DC-3 certificates and Geedle Bot answering the new hire's questions at any hour.

New employee on her first day holding a tablet with her welcome path while an HR colleague greets her

What is digital onboarding?

It is the new-hire induction process moved to a platform: the employee receives a path with welcome, culture, policies, safety and role training, progresses from a phone or computer, and HR sees their progress. With Geedle it includes a 360° virtual tour, DC-3 certificates and an AI agent that answers questions from day one.

A welcome path in three stages

Each stage has goals, activities and an owner; the new hire always knows what comes next.

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Before day one

A welcome video from the director, documents to sign, payroll data and a virtual tour of the facilities. The employee arrives knowing where everything is and whom to ask.

360° virtual tour of the facilities for the new hire

First 30 days

Culture, policies, safety and hygiene, internal systems and role training in microlessons. Each course closes with an assessment and issues the applicable DC-3 certificate.

New hire progressing through the induction path on a phone

Days 31 to 90

Challenges applied on the job, feedback from their manager, an experience survey and a probation-closing conversation based on data, not impressions.

Manager talking with a new employee about their first 90 days

Why does traditional induction fail?

Because it is crammed into one day of presentations: the new hire sees dozens of slides, signs documents without reading them and reaches their post not knowing whom to ask. The information is forgotten within days, each manager fills the gaps their own way and HR has no record of what was covered. In high-turnover operations, the induction is also repeated every week with the same effort. A digital path spreads the content over time, applies it equally to everyone and records every step.

What does a Geedle digital onboarding program include?

Path design by role, content production (welcome videos, microlessons, system guides), a 360° virtual tour of your facilities, safety and hygiene courses with DC-3 certificates, assessments, an employee experience survey and dashboards for HR and managers. Everything lives on your e-learning platform with your brand, integrated with your HR system so every new hire is enrolled automatically.

How do you measure onboarding success?

With indicators HR already knows: the share of new hires who complete the path, time to expected productivity, experience-survey results at 30 and 90 days, retention at the end of probation and the frequent questions Geedle Bot received. We review them with you every quarter and adjust the path where people get stuck.

Why Geedle?

Six pieces of an onboarding people finish

It is not a long course: it is a short, guided and measurable journey from day one.

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Path by role

Each employee sees only what applies: operations, sales, office or middle management, with clear dates and owners.

360° virtual tour

They get to know the plant, offices, evacuation routes and restricted areas before setting foot there, from the browser.

HR integration

Every payroll hire is enrolled automatically and every exit is closed; no manual lists or lost emails.

Geedle Bot from day one

Answers questions about policies, processes and courses at any hour, with the exact minute of the recording.

Light gamification

Badges per stage, applied challenges and team recognition so progress shows.

DC-3 certificates

The safety and hygiene courses in the induction issue DC-3 certificates with the STPS automatically.

Method

How we implement your digital onboarding

Five stages with concrete deliverables; the first path is usually ready in 3 to 6 weeks.

Assessment of the current induction
We review what is covered today, by role and site, how long it takes and where people get lost.
Map of the current induction
30-60-90 path design
We define stages, content, assessments and owners by role.
Path by role
Content production
Welcome videos, microlessons, 360° tour and safety courses with DC-3.
Content ready on the platform
Integration and launch
Connection with your HR system, Geedle Bot activation and manager training.
First cohort enrolled
Measurement and improvement
Completion dashboard, experience survey and quarterly adjustments.
Quarterly report

How many people did you hire this year, and how many are still with you?

We help you design an induction that retains talent from day one. Request a proposal with three scope options.

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A 360° virtual tour of your facilities

New hires get to know the plant, the office, the evacuation routes and the restricted areas before their first shift. We build it with our 360° simulator engine and integrate it into the induction path.

360° virtual tour of an office with points of interest for the new hire

Onboarding by type of role

The path changes depending on who arrives; these are the variants we implement most.

Operational staff

Plants, warehouses, retail and services with high turnover.

Safety and hygiene
360° tour
Phone microlessons
DC-3

Administrative staff

Offices, headquarters and support areas.

Policies and systems
Culture
Cybersecurity
Geedle Bot

Middle managers

Newly hired or promoted supervisors and managers.

Leadership
Indicators
HR processes
90-day plan

Sales teams

Sellers and account executives who must produce fast.

Product
Sales process
CRM
Role-plays

Traditional induction versus digital onboarding

The difference is in what remains after day one.

	Geedle digital onboarding	Traditional induction
Format	30, 60 and 90-day path in microlessons	One or two days of presentations
Knowing the facilities	360° virtual tour before the first shift	Guided visit if there is time
Questions	Geedle Bot 24/7 with the exact minute	Ask the person next to you
Records	Progress, assessments and DC-3 on the platform	Paper attendance list
Scale	Same for 5 or 500 hires a month	Repeated every week with the same effort
Measurement	Completion, experience and retention	No data

Participant asking Geedle Bot on a laptop at night; the agent replies with minute 42:15 of the course recording

Artificial intelligence

An AI agent for your courses: Geedle Bot supports every participant

Every Geedle course can include Geedle Bot, an artificial-intelligence agent trained on the syllabus, materials and recordings of the course. Participants ask in plain language, at any hour, and get an exact answer instead of waiting for the next session.

Knows every detail of the course: dates, syllabus, deliverables and certificate criteria
Solves problems in real time from Moodle, WhatsApp, Teams or Slack
Delivers the exact minute and second of the recording where the instructor explained the topic
Reinforces with summaries and review questions, and escalates to the instructor when needed
Shows HR which topics raise the most questions so the course can be adjusted

Meet Geedle Bot

Platform and corporate university

Onboarding is the gateway to your corporate university. Both live on the same e-learning platform for companies, so employees continue their development without changing systems.

Simulators and safety courses

Use the virtual onboarding simulator and the extinguisher and first-aid 360° simulators within the induction, and complete it with the technical courses with DC-3.

Needs assessment and training plan

If you do not yet know what each role's induction should include, start with a training needs assessment and turn it into your STPS training plan and program.

Digital onboarding by city and state

Assessment and kickoff visits where we have a team, and the digital path working across Mexico.

FAQ

Frequently asked questions about digital onboarding

Let's talk about your company's onboarding

Tell us how many hires you have per month, how many sites and which roles. We reply the same day with a three-option proposal.