Onboarding
Structured first 30/60/90 days for new hires.
Good onboarding reduces first-year attrition by 30–50%. The structure that works: equipment + accounts on day 1, buddy system in week 1, first measurable contribution in month 1, formal review at day 90.
The most-skipped lever is the manager 1:1 cadence in weeks 1–4. New hires who have weekly structured 1:1s with their manager in the first month are 3× more likely to be rated high-performing at day 90 (BCG, 2024).
Keep going. Cross-pollinate.
First-year attrition costs 30–50% of salary. Here's the day-by-day, week-by-week structure that we recommend to every Screeq customer, with the metrics that matter at each stage.
Critical onboarding window for a new hire.
We're hiring a Lifecycle / CRM Marketer to own the email and lifecycle programme. You'll work in a small, senior team that ships, owns its outcomes, and treats teammates and candidates with respect.
Twenty structured interview questions for Lifecycle / CRM Marketer roles, mixing behavioural, technical, situational, and values. Score 1–5 per question, calibrate independently before debate.
Engineering hiring is structured-interview-heavy and signal-poor. Screeq's rubric-first interview workflow and AI scoring fit how tech actually hires.
Lever blends ATS and sourcing CRM well. Same gap as Greenhouse — once the candidate becomes an employee, you need another product.
The platform
behind the definitions.
Screeq is the only ATS with a full HRMS built in. 14-day free trial.