Enterprise
Induction

We design induction around your real tools and tasks rather than a fixed calendar. Programmes typically run over several structured weeks — for example, campus cohorts moving from foundations to a project-ready capstone — but the length is scoped to your stack and the readiness bar your teams need before assignment.

Yes — that is the core of the programme. Each hire type, from campus graduates to lateral joiners, follows a distinct track, and tracks can be tailored further per function so new hires are inducted only on what is relevant to the role they will perform.

Every new hire is assessed before and after, giving you a measurable uplift score rather than a completion tick. A capstone that simulates a real production task proves genuine project readiness, so managers can see who is ready to be assigned and why.

Orbit is the operating platform we use to run and govern your induction — managing tracks, cohorts, new hires and progress in one place. It runs alongside your existing systems, giving your HR, L&D and delivery teams their own live view of progress and readiness within Orbit. Direct integration with your existing LMS or HRIS is on our roadmap.

Yes. Delivery is virtual, hybrid or in person, and cohorts can be scheduled across campuses, cities and time zones. Your new hires see one connected induction regardless of where they join, with full visibility maintained centrally.

Yes. Alongside our practitioner faculty, your own trainers, mentors and subject-matter experts can be onboarded onto Orbit to deliver sessions and pair with new hires, so internal context and your specific tooling are reflected in the induction.

A designed path that takes a new hire from day one to genuinely project-ready — role-aware, hands-on and measured — instead of a week of generic slides and access requests. The goal is a productive contributor fast, not an onboarded name in a system.

Because traditional induction front-loads generic orientation and back-loads real work — slides and access requests first, meaningful contribution months later. Flip that: start people on real tasks early, at the right level for their role, and the productivity curve compresses sharply.

Graduates arrive keen but rarely deployment-ready. The fix is practical, stack-relevant training from week one — real tools, real tasks, guided closely — rather than months of generic orientation. They contribute sooner and stay longer.

By readiness, not attendance. Assess new hires against the skills their role needs, place them at the right level, and track when they hit genuine project-readiness. That gives you a real signal — and shows where onboarding needs to improve.