The first month decides if they stay. Make it memorable.
Integrative onboarding with AI that automatically organizes your company's institutional content into 8 categories. Track each new hire's progress and reduce early turnover with real data.
8
categories of institutional content organized by AI
100%
full journey covered: day one to exit
+100
companies in LATAM
Carlos Rodriguez · Data Analyst
Day 12 of onboarding
64%
completed
Content generated by MyDNA AI · Reviewed by HR
The cost of poor onboarding
20%
of turnover happens in the first 45 days. Poor onboarding is the most common cause.
The cost of replacing an employee equals 50% to 200% of their annual salary, depending on seniority. Structured onboarding is the highest-ROI investment in the first 90 days of any employment relationship.
First-day chaos
Without structure, the new employee receives scattered information from different people in various formats. The result: confusion, anxiety and a poor first impression of the company.
Weeks to become productive
Without structured onboarding, the time until a new employee reaches full productivity stretches from weeks to months — with real cost to the business.
Turnover in the first 90 days
20% of turnover happens in the first 45 days. Poor onboarding is the number one cause. And the cost of replacing that employee exceeds their first month's salary.
HR with no progress visibility
Without centralized tracking, HR doesn't know where each new hire stands. Follow-up depends on the memory and goodwill of each manager.
Integrative Onboarding with AI
AI organizes the content. HR just reviews and completes.
MyDNA's AI searches your company's public information and automatically organizes the content into 8 categories. HR edits, completes and adds files or links. The result: a complete, structured onboarding ready in minutes, not weeks.
- 🤖AI gathers your company's public information and pre-loads the content automatically
- ✏️HR edits, completes and adds information via text, link or file upload
- 👤Each new employee accesses their onboarding content in a guided flow
- 📄Available 24/7 on any device, no installation required
The 8 categories
Everything the employee needs to know — organized in the right order.
Mission, vision, values, history and the company's DNA that every new hire needs to know from day one.
Org chart, departments, teams and the key people they will interact with in their role.
Schedules, attendance policies, dress code, physical spaces and day-to-day administrative processes.
How to relate to the team, internal communication channels, meeting culture and collaboration norms.
List of systems, platforms and credentials the employee needs active from their very first day.
Role description, job expectations, KPIs, initial goals and how performance will be measured.
Available career paths, training programs, mentoring opportunities and internal growth options.
Benefits, wellbeing initiatives, feedback culture and how the company takes care of the employee experience.
Onboarding Ranking
Know exactly where each new hire stands.
The Onboarding Ranking shows each employee's progress in real time with their score and completion percentage. Identify who is advancing well and who needs additional support — no manual follow-up required.
Team progress — January 2025
Carlos Rodriguez
64%Valeria Soto
94%Mateo Herrera
24%Isabella Cruz
74%- 📊Table with real-time score and progress per employee
- 🔔Immediate identification of who needs additional support
- 📈Data to measure the onboarding impact on early retention
Offboarding
The exit is also part of the experience.
Don't waste it.
MyDNA accompanies the full employee journey — from the first day to the exit. The Exit Survey captures real feedback at the moment when the employee can be completely honest.
Exit Survey
Collect structured feedback from departing employees. Identify turnover patterns before they become a trend.
- Anonymous feedback about the experience at the company
- Categorized exit reasons for trend analysis
- Visualization in bar chart and radar chart
- Consolidated report to present to leadership
- Data to improve Employee Experience and reduce future turnover
Top exit reasons — Q4 2024
Exit Plan (Outplacement)
Manage the career transition process for departing employees. Assign owners and track the outplacement program.
- Registration of employees in the outplacement program
- Individual progress tracking: interviews, openings, placement
- Visibility into emotional state and commitment to the program
- Average placement time data to optimize the process
The impact of a great first month
Onboarding isn't a welcome. It's an investment.
-20%
turnover in the first 90 days with structured onboarding
2×
faster time to full productivity with formal onboarding
8
categories of institutional content automatically organized by AI
100%
of the journey covered: from day one to exit
Built for
Every person involved in the employee's first month.
CHRO & HR Leadership
- Centralized view of onboarding status for all new hires
- Progress data to detect early turnover risks
- Process standardization across the entire organization
- Onboarding metrics to measure retention impact
HR Business Partner
- Individual tracking of each new employee in the area
- Alerts for low-progress employees who need support
- Tool for follow-up conversations during the first weeks
- Exit survey data to identify turnover causes
Managers & Leaders
- Visibility into the progress of their team's new hires
- Structured support for accompanying the new employee
- Less time spent explaining the same things to each new hire
- Access to exit survey to improve team management
New Employees
- All institutional information organized and accessible from day one
- Self-paced learning at the employee's own rhythm
- Visible progress to know how much is left to complete onboarding
- Available 24/7 on any device, no installation required
Frequently asked questions
What people ask before activating their first onboarding.
How does the AI work in the Integrative Onboarding?
⌄
MyDNA's AI searches your company's public information and automatically organizes the content into 8 predefined categories. HR then edits, completes and adds additional information via link or file upload. This drastically reduces the initial structuring time.
What are the 8 categories of the Integrative Onboarding?
⌄
The 8 categories are: Culture & Identity, Structure & Organization, Practical Info & Routine, People Integration, Tools & Access, Role & Performance, Development & Career, and Climate & Engagement. Each is editable and customizable.
How is each employee's progress tracked?
⌄
The Onboarding Ranking shows each employee's progress in real time with score and completion percentage. HR identifies who is advancing well and who needs additional support, without manual tracking.
Does the module include managing the employee's exit?
⌄
Yes. It includes the Exit Survey to collect feedback from departing employees, with bar chart and radar visualization to identify patterns. MyDNA accompanies the full employee journey.
How long does it take to set up the first onboarding?
⌄
With AI pre-loading, the initial content is ready in minutes. HR only needs to review, complete and customize. The first onboarding can be live the same day it's configured.
Can HR add their own content beyond what the AI generates?
⌄
Yes. HR can edit any AI-suggested information, manually insert new content, create additional topics within each category, and attach external files or links. The AI is the starting point, not the limit.
What is the Exit Plan and how does HR manage it?
⌄
The Exit Plan is the offboarding management feature within the module. HR registers employees going through a departure process, assigns a responsible person, and tracks individual metrics such as: program completion percentage, number of interviews held, jobs applied to, emotional state, commitment level and whether they have already found a new role. It's the tool for managing outplacement with real data.
What are the 8 categories of the Integrative Onboarding for?
⌄
Each category covers a key dimension of integration: Culture & Identity (company values and DNA), Structure & Organization (org chart and key people), Practical Info & Routine (schedules and day-to-day processes), People Integration (team channels and collaboration culture), Tools & Access (systems active from day one), Role & Performance (job expectations and KPIs), Development & Career (growth paths), and Climate & Engagement (benefits and wellbeing). The AI pre-loads the initial content in all of them.
Have more questions? Let's talk →
Free demo
See in 30 minutes what your company's onboarding looks like with AI.
We'll show you how AI organizes your company's content, what progress looks like in the Ranking, and how HR tracks every new hire from day one.