Employee Onboarding
Ramp new hires with policy-aware AI.
Generic onboarding tracks don't scale. Nexera personalizes the first 90 days to every role and team, answers questions in real time, and proves each hire is ready for the work.
Q2 new hire cohort · day 30
Sasha K.
AML Analyst
92% · day 30 target
Miles D.
Client Onboarding
68% · day 30 target
Jun L.
Trading Desk Ops
45% · day 30 target
Ana V.
Compliance
78% · day 30 target
The problem
Onboarding is the first real test of your knowledge system.
Every new hire is a probe into how your org captures, teaches, and verifies knowledge. Most systems fail silently until a costly mistake or an early resignation.
Problem
One-size-fits-nobody
Generic onboarding tracks bore senior hires, overwhelm juniors, and skip the team-specific context every role actually needs.
Problem
Manager bottleneck
New hire questions pile up in managers' inboxes. Policy, process, and product context live in people, not systems.
Problem
Time-to-productivity
Most companies can't tell you what 'fully ramped' means, much less measure how long it took to get there.
The Nexera approach
Personalized ramp plans. Always-on answers. Measurable readiness.
One system, four moves. Map the role. Teach with context. Practice with scenarios. Prove readiness with evidence.
Role-aware
A ramp plan built for the job, not the company.
Nexera generates each hire's path from the role's required concept set, crossed with their prior experience and the team's current priorities. Every new person starts on exactly the right curve.
Path generated from role × team × tenure
Experienced hires skip what they already know
Team priorities inject current 'what matters now'
Manager review before kickoff, in one click
Ramp plan · AML Analyst
Week 1
Company + team context · Required policies
Week 2-4
Role concepts · level I · Scenario role-plays
Week 5-8
Cross-functional tours · Shadow sessions
Week 9-12
Level II mastery · Ramp assurance
Unblock in real time
The Brain answers what managers don't have time to.
A new hire asking 'how do we handle a tier-1 escalation?' gets a cited, policy-aware answer in seconds. Not a 90-minute wait in a manager's Slack queue.
Policy, product, and team-aware answers
Cites the exact source document or playbook line
Escalates to a human only when the question is novel
Every asked question improves the learning path
The Brain · onboarding
How do we handle a tier-1 compliance escalation on day one?
Open a P1 ticket in the Compliance queue and notify your team lead within 30 minutes. Do not contact the client directly until the escalation is acknowledged.
Compliance Playbook v3.1 · § 2.4
The outcomes
Ramp that compounds instead of churns.
-38%
Time to productivity
New hires hit full-desk readiness over a month faster.
+22%
90-day retention
Better fit, better ramp, fewer early resignations.
-65%
Manager onboarding hours
Managers reclaim the time they used to spend answering repeat questions.
“By day 30, our new hires are running scenarios we used to reserve for month three. By day 60, their mastery scores are indistinguishable from tenured reps.”
SVP of Revenue Operations
B2B SaaS · 2,000 reps
Cross-functional
Pair onboarding with the rest of your program
Employee Onboarding
Turn your first 90 days into a measurable system.
See what a personalized ramp looks like for three of your real roles in a 25-minute demo.