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.
One role, one clear onboarding path — built inside the system you already use and owned by your team when we leave. New hires stop guessing what "ready" means, and managers stop hand-holding and start mentoring instead. Live in 8–10 weeks.
Calculate my current onboarding costs5–10 minutes · no call required
Built by TailorED. Trusted by
Things you've 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 tells you who clicked through 42 slides. It tells you nothing about who can actually do the job on Tuesday.
Shadowing a manager
Every manager trains to their own standard, so no two hires come out the same — and they still have their own job to do. A manager should be coaching, not playing kindergarten teacher through every single step.
The actual problem
Nobody owns the word "ready".
So every new hire learns the job from whoever, and whatever, is free that week.
How it works
Your TailorED Onboarding
Three steps. Eight to ten weeks. At the end you own the whole thing.
1
Define the standard
We agree, out loud and in writing, what a new hire must be able to do on their own — and how you'll know they're there.
→ You know who is ready before probation ends.
2
Build the path
We turn the real work into a week-by-week path with actual practice in it. No content made to fill a module count.
→ Managers coach instead of re-teaching the basics.
3
Launch in your system
It goes live where your people already log in. No LMS? We'll help you pick something simple — no software circus.
→ Every hire after this one gets the same clear start.
Who we've done this for.
Erste Bank
Tellers learned a new system in a safe simulation — no live customers used as practice material. Branches carried on as normal.
A1 Telekom Austria Group
We rebuilt support onboarding with clear role training and escalation paths. Their team runs it themselves now, which is exactly the point.
Why we build it this way
We measure your onboarding against your numbers, not someone else's
Two things reliably work: real practice, and managers who stay involved. What nobody can promise you is a percentage lifted from another company's case study. So in week 1 we write down what "better" means here — your role, your systems, your timelines — and we measure the first role against that.
What happens — and when.
- Week 1
Agree what 'ready' means
We pin down the work a new hire must do alone, and we write down how long that honestly takes you today. This is the number everything else gets measured against.
- Week 2–3
Get the job out of people's heads
We interview your experts and your most recent hires (they remember what was confusing — nobody else does). Managers get a simple checklist they can use that same week.
- Week 4+
Build the path
We write, design and build the lessons and the practice. You review short drafts — not a 90-page document at 11pm.
- Week 8–10
Launch
Standard roles go live in 8–10 weeks. Technical or regulated roles take 12–16, and we say so up front rather than discovering it in week 9.
What we need from you
Usually 15–35 hours across the whole team, and we book it in the calendar at kickoff. No surprise homework landing on a Friday afternoon.
What we do
Interviews, writing, design, build, launch — all of it. You bring the people who actually know the job. That's the deal.
What you get.
One role. Fixed scope. Yours to keep — no licence, no subscription, no hostage situation.
Role Performance Standard
A plain definition of what 'ready' means for this role, and how long it takes today.
Week-by-Week Onboarding Path
Signed offer to working alone, week by week — plus a one-page guide so managers know their part.
The Role Academy
Your real work turned into lessons and practice people can actually use.
Launch in Your System
Built where your people already log in. No LMS? We'll help you pick something simple.
Measurement Plan
Checks that show who can do the job — not 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 we build anything, not after.
16-hour post-launch edit round
One edit round within 60 days. Small fixes stay free, always.
One accountable team. No patchwork of vendors.
€45,000
Standard role
€70,000
Technical or regulated role
Fixed per role, set in the proposal · 50% at kickoff, 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 — your number, not 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.
Three, because that is how many we can stay properly hands-on with (we'd rather say no than half-show up). If we're full, the next signed project takes the next slot.
Questions, answered.
€45,000 for a standard role, €70,000 for a technical or regulated one. Half at kickoff, half at launch, fixed in the proposal — no creative invoicing later. If you want context for that number, run the free check first and compare it with what slow starts already cost you.
Depends entirely on the role, and anyone who answers this with one number is guessing. In week 1 we agree what 'ready' means and record how long it takes in your company today. Then we work against that.
A plain definition of 'ready', a week-by-week path, practice built from real work, managers who coach on schedule, and progress checks based on the job itself — not on who clicked what.
No. We build inside whatever you already use, and if you have nothing, we'll help you pick something simple. No new software circus, no five-year licence.
Usually 15–35 hours across the whole team, up to 60 for complex regulated roles. It goes in the calendar at kickoff so nobody gets ambushed. We do the rest.
We start with one role and measure it against your own starting point — not somebody else's case study. If the pilot group doesn't get ready sooner, we go back in and improve it at our cost.
No, and we'd be lying if we said yes. Coaching is the part that makes it stick. What we can do is keep their involvement short, scheduled and finite, so they stop explaining the same basics for the eleventh time.
Three numbers: what slow starts cost, what early exits risk, and how much team time quietly disappears. Five to ten minutes, no call, no follow-up sequence. Keep the numbers, use them in your next planning meeting, talk to us only if you want to.
Find out what slow starts are costing you.
5–10 minutes of your time. 3 numbers. 0 obligation to ever speak to us. Take them into your next planning meeting and watch the room go quiet.
Three onboarding builds per quarter · We confirm availability before you commit