The new starter who spends week one waiting for access
They accepted a month ago. On day one they have no laptop and no login.
Offers, paperwork, equipment, system access, training and probation — rebuilt so a new starter is productive on day one and nobody has to remember the fourteen things that make that true.
You will recognise at least three of these.
- HR emails IT, facilities and the hiring manager separately, and each keeps their own list.
- Right-to-work documents and contracts are chased by email until they arrive.
- System access is requested ad hoc, so people get too much or too little.
- Mandatory training is assigned when someone remembers, and completion isn't tracked.
- Probation reviews happen late, or not at all, because nothing prompts them.
Signals it is costing more than anyone has measured.
- New starters are visibly unproductive for their first week or two.
- Someone has started without a contract signed, or without their compliance checks complete.
- Access rights accumulate over time because nothing was ever defined per role.
- You cannot show an auditor that mandatory training was completed and when.
- Leavers keep access for weeks, which is the same failure in reverse.
What it becomes.
Onboarding becomes one orchestrated process triggered by the accepted offer, with every task owned, dated and tracked. Access is defined by role rather than requested ad hoc — which is what fixes the access-creep problem at its root, and makes the leaver process work too, because the same definition runs in reverse. Documents are collected once through a secure portal rather than chased by email, with compliance checks blocking a start date rather than being discovered afterwards. Mandatory training is assigned automatically and its completion is recorded as evidence. Probation and review dates prompt themselves. The visible outcome is a new starter who has a laptop, a login and a first task on day one; the less visible one is an access model you can actually defend.
What the system does
- One tracked process from accepted offer to end of probation
- Role-based access definitions, applied on joining and reversed on leaving
- Secure document collection with compliance checks gating the start date
- Automatic assignment and evidenced completion of mandatory training
- Prompted probation, review and right-to-work re-check dates
What it connects to
- HR and payroll systems, so the record is created once
- Identity and device provisioning for access and equipment
- Facilities, for desk, keys, vehicle and PPE
- Learning systems, or a simple training register where none exists
It augments the systems of record you already run. Nobody is asking you to replace your accounting package.
Where we would start, and how long it takes.
One role family onboarded end to end, with role-based access and document collection, in about a week. The leaver process is usually built immediately afterwards, because it is the same definition read backwards and it closes a real security gap.
Others in people
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