OTP Bank
Managers were stuck repeating themselves across departments, so we built one central academy instead. The bank reported faster ramp-up and kept the whole knowledge hub.
For teams hiring the same role again and again
Get new hires doing the job sooner.
We build a clear onboarding path for one role inside the system you already use. Your team owns it. New hires understand what "ready" means, while managers can spend more time mentoring. It goes live in 8–10 weeks.
Calculate my current onboarding costsTakes 5–10 minutes. It doesn't book a call.
Built by TailorED. Trusted by
Approaches you've already tried
The knowledge base
Somebody built it beautifully in 2023. It went stale by spring, and the new hire asks a manager anyway.
The generic course
It reports who clicked through 42 slides, which leaves you guessing about who can actually do the job on Tuesday.
Shadowing a manager
Each manager trains to a different standard, so new hires finish with uneven skills. Meanwhile, managers still have their own work to do and need their onboarding time kept for coaching.
The actual problem
The team has no shared meaning for "ready".
New hires end up learning from whichever person and material happen to be available that week.
How it works
Your TailorED Onboarding
Over eight to ten weeks, we complete three steps and hand the finished onboarding to you.
1
Define the standard
Together, we write down what a new hire must be able to do alone and how you'll recognise that point.
→ You know who is ready before probation ends.
2
Build the path
The real work becomes a week-by-week path with practical exercises. Content only stays when it helps someone learn the job.
→ Managers coach instead of re-teaching the basics.
3
Launch in your system
The onboarding goes live where your people already log in. If you don't have an LMS, we will help you choose a simple alternative.
→ Every hire after this one gets the same clear start.
Who we've done this for.
Erste Bank
Tellers learned the new system in a safe simulation without practising on live customers. Branches continued operating at their regular schedule with no interruptions.
A1 Telekom Austria Group
We rebuilt support onboarding with clear role training and escalation paths. Their team now runs it independently.
Why we build it this way
We measure your onboarding against your own starting point
Real practice works best when managers stay involved. A percentage from another company's case study can't promise the same result for yours. During week 1, we define "better" for your role, systems and timelines; the first role is measured from that starting point.
The delivery timeline
- Week 1
Agree what 'ready' means
We define the work a new hire must do alone and record how long it takes today. That number becomes the measure for everything that follows.
- Week 2–3
Get the job out of people's heads
We interview your experts and most recent hires, who still remember what caused confusion. Managers receive a simple checklist they can use that week.
- Week 4+
Build the path
We write and design the lessons, then build the practice. You review short drafts along the way instead of facing a 90-page document at 11pm.
- Week 8–10
Launch
Standard roles go live in 8–10 weeks. Technical or regulated roles need 12–16 weeks, and you'll know that before the work begins.
What we need from you
Your whole team usually contributes 15–35 hours. We book that time into the calendar at kickoff, so extra work doesn't suddenly land on a Friday afternoon.
What we do
We handle the interviews, writing, design, build and launch. You bring the people who know the job.
What you get.
The fixed scope covers one role. You keep the finished work without licences, subscriptions or hostage situations.
Role Performance Standard
A plain definition of what 'ready' means for this role. It also records how long that takes today.
Week-by-Week Onboarding Path
The path runs from signed offer to working alone, organised week by week. A one-page guide shows managers their part.
The Role Academy
Your real work becomes lessons and practice that people can use.
Launch in Your System
We build it where your people already log in. If you have no LMS, we will help you choose a simple alternative.
Measurement Plan
Checks that show who can do the job, rather than who clicked 'complete' at 16:58.
Handover & Scale Plan
Everything your team needs to run the next role themselves, without us on speed dial.
LMS compatibility check
We check your system before anything gets built, while there is still time to act on it.
16-hour post-launch edit round
One edit round within 60 days. Small fixes stay free, always.
One accountable team handles the work, so you don't need a patchwork of vendors.
€45,000
Standard role
€70,000
Technical or regulated role
The proposal fixes the price per role. You pay 50% at kickoff and 50% at launch.
Calculate my current onboarding costsWhat we promise, in plain English
In week 1 we write down what "ready" means and how long it takes in your company today. We use your number rather than a benchmark from a report. If the pilot group doesn't get there sooner, we go back in and improve the programme at our cost. One full improvement round, once the pilot and the feedback are done.
Three onboarding builds per quarter.
We limit the work to three builds so each one gets proper attention. When those places are full, the next signed project takes the following slot.
Practical questions
€45,000 for a standard role, €70,000 for a technical or regulated one. Half at kickoff, half at launch, fixed in the proposal so the invoicing stays boring. For context on that number, run the free calculator first and compare it with what slow starts already cost you.
The role determines the timing, so one number can't cover every case. In week 1 we agree what 'ready' means, record how long it takes in your company today and use that as the working measure.
The programme needs a plain definition of 'ready' and a week-by-week path. It should use practice from real work, schedule manager coaching and check progress through the job itself rather than clicks.
You don't need one. We build inside whatever you already use; if you have nothing, we'll help you choose a simple option without tying you to a five-year licence.
The whole team usually contributes 15–35 hours, rising to 60 for complex regulated roles. We schedule that time at kickoff and handle the remaining work.
We start with one role and measure it from your own starting point. If the pilot group doesn't get ready sooner, we improve the programme at our cost.
Managers still need to coach because that helps the learning stick. We keep their involvement short and scheduled, which stops the same basic explanations from taking over their time.
The calculator gives you the cost of slow starts, the amount at risk from early exits and the team time being lost. It takes five to ten minutes. You keep the numbers for your next planning meeting, and no call or follow-up sequence is attached.
Find out what slow starts are costing you.
In 5–10 minutes, you'll have 3 numbers to take into your next planning meeting. They remain yours whether or not you contact us afterwards.
We take on three onboarding builds per quarter and confirm availability before you commit.