Automate Employee Onboarding: Complete Guide to Scaling Training Efficiently

Employee onboarding is crucial for building a successful and efficient workforce. According to research, 77% of properly onboarded new hires hit their performance goals while putting in 20% more discretionary effort. This early success leads to higher time-to-productivity ratios and a 60% increase in year-on-year revenue.

As a leader, are these the results you're striving for?

These exceptional outcomes can be within your reach if you prioritize employee onboarding and make onboarding training your first automation focus. This guide shows you how to automate the process and scale effectively—whether you're managing in-office, hybrid, or remote teams.

Why Employee Onboarding Training Should Be Your #1 Automation Priority

When you think about automating HR processes, routine administrative tasks might come to mind first. While automating paperwork and data entry is valuable, automating knowledge transfer delivers the highest financial returns.

The ROI is clear:

Well-prepared employees contribute faster to organizational success
Reduced training costs through standardization
Increased revenue from higher productivity
Better retention rates save recruitment costs

Before diving into automation strategies, let's establish the fundamentals.

What Is Employee Onboarding?

Employee onboarding is the systematic process of introducing a new hire to their role within a company. This encompasses more than just job responsibilities—it's about immersing them in the organization's culture, values, and expectations.

The Four Cs of Effective Onboarding

Research identifies four critical components of successful onboarding:

Compliance - Policies, procedures, and regulations
Clarification - Job-specific expectations and responsibilities
Culture - Company values, norms, and environment
Connection - Personal relationships with team members and leaders

A positive onboarding experience significantly enhances employee retention rates and motivation, setting the stage for a productive and engaged workforce from day one.

At Konstantly, we see employee onboarding as the foundational step that knowledge-driven organizations take on their path to success.

What Is Automated Employee Onboarding?

Automated employee onboarding harnesses technology to streamline the new hire process and reduce heavy reliance on HR teams and supervisors' time.

What Can Be Automated?

Routine administrative tasks:

Sending welcome emails and reminders
Updating onboarding statuses
Routing information to stakeholders
Generating offer letters and contracts

Organizational procedures:

Granting access to applications and systems
Scheduling orientation meetings and training sessions
Distributing feedback surveys
Assigning equipment and workspaces

Complex processes:

Data entry across multiple systems
Automated notifications and escalations
Document generation and signature capture
Compliance tracking and certification

Knowledge transfer (most important):

Delivering structured training content
Tracking learning progress and completion
Assessing knowledge retention
Personalizing learning paths based on role and performance

The most valuable automation focuses on knowledge transfer through systematic onboarding training.

Why Automating Employee Onboarding Training Is Critical

Effective employee onboarding is more than administrative checkboxes—it's about imparting the knowledge and skills required for success within your organization.

The Challenge of Manual Onboarding

Knowledge transfer is usually the most time-consuming and sensitive part of employee onboarding, especially in industries like:

Healthcare - Complex regulations, patient privacy, clinical procedures
Finance - Compliance requirements, security protocols, risk management
Technology - Technical skills, product knowledge, development processes
Manufacturing - Safety procedures, quality standards, equipment operation

Each industry has unique requirements and compliance standards that make manual onboarding:

Inconsistent - Different trainers teach different things
Time-intensive - Senior staff spend 20-40 hours per new hire
Difficult to scale - Adding 10 employees means 10x the training burden
Hard to track - No visibility into what was actually learned

The Investment Required for Effective Onboarding

To ensure new hire success, you must deliver:

✅ Smooth, friction-free process - Reduces new hire anxiety and confusion ✅ Relevant knowledge transfer - Job-specific skills and information ✅ Up-to-date compliance training - Current industry regulations and company policies ✅ Role-tailored content - Appropriate for juniors, managers, and executives

The Rewards of Automated Onboarding Training

When all pieces fall into place, the results are impressive:

Increased productivity:

54% greater new hire productivity (Aberdeen Group)
50% faster time-to-productivity
Higher quality output from day one

Higher retention rates:

82% improvement in employee retention with structured onboarding
69% more likely to stay with company for 3+ years
Reduced recruitment costs

Stronger, more cohesive teams:

Better cultural alignment
Faster team integration
Improved collaboration and communication

Measurable business impact:

60% year-on-year revenue growth
Lower training costs through standardization
Scalable process that grows with your company

Does this sound intriguing? Konstantly offers a solution that delivers exactly these results.

Strategy: Automate New Hire Onboarding with Modern E-Learning Technology

To streamline new employee training at scale, choose an e-learning platform with these essential features:

1. Customization

The platform should allow organizations to tailor training content to specific industry, role, and department requirements. This customization ensures new hires receive relevant, targeted training.

Why it matters: A sales rep needs different onboarding than an engineer. Generic training wastes time and reduces engagement.

2. Content Authoring Tools

An e-learning platform should offer intuitive content authoring tools that enable organizations to create, edit, and update training materials with ease. This empowers HR professionals to keep content current and aligned with industry standards.

Why it matters: Regulations change, products evolve, and processes improve. You need to update training materials quickly without expensive external developers.

3. Integration Capabilities

The platform should seamlessly integrate with existing HR systems (HRIS, ATS), communication tools (Slack, Teams), and other software used in the onboarding process. This integration streamlines data exchange, ensuring a cohesive onboarding experience.

Why it matters: Manual data entry between systems creates errors, delays, and frustration. Integration means new hires are automatically enrolled when they're added to your HRIS.

4. No-Code and Low-Code Features

To accelerate content development, you want to avoid addressing every training update to the tech team. Opt for platforms that allow quick adjustments as regulations or company policies change.

Why it matters: HR teams should control training content, not wait weeks for IT to make simple changes.

5. Scalability

As your business scales, the e-learning platform should accommodate a growing number of users and adapt to evolving training needs without performance degradation or cost explosions.

Why it matters: Onboarding 10 employees vs. 100 employees shouldn't require platform migration or 10x cost increases.

6. Mobile-Friendly Design

The platform should be accessible on smartphones, tablets, and desktops to accommodate remote or on-the-go learning.

Why it matters: Remote employees need flexible access. Field workers may only have mobile devices. Modern learners expect mobile experiences.

7. Interactive Features

Quizzes, simulations, branching scenarios, and multimedia resources engage learners and promote active participation.

Why it matters: Passive learning (reading slides) has less than 20% retention. Interactive learning improves retention to 50-80%.

8. Tracking and Analytics

Robust tracking and analytics tools provide insights into employee progress, helping organizations identify areas that may need improvement.

What you should track:

Course completion rates
Quiz scores and knowledge retention
Time spent on each module
Drop-off points where learners struggle
Individual vs. cohort performance

Why it matters: Data-driven onboarding allows continuous improvement and identifies at-risk new hires early.

9. Security

Data security is crucial. The platform should adhere to industry-standard security protocols to protect sensitive employee information.

Minimum requirements:

SOC 2 Type II certification
GDPR compliance
Data encryption (at rest and in transit)
Role-based access control
Audit logging

Why it matters: New hire data includes SSNs, addresses, banking info, and other PII that must be protected.

10. User Support

The platform should offer training and troubleshooting assistance for both administrators and learners.

Why it matters: Your HR team needs to get up to speed quickly. New hires shouldn't struggle with platform technical issues during their first week.

11. Compliance Management

Particularly important for industries with specific regulations, the platform should support compliance training, tracking, and reporting.

Features to look for:

Automatic certification expiration reminders
Compliance reporting dashboards
Audit trail of all training activities
Mandatory training enforcement

Why it matters: Regulatory violations can result in fines, lawsuits, or loss of licenses. Automated compliance tracking ensures nothing falls through the cracks.

12. Feedback and Evaluation

Tools for gathering feedback and evaluating the effectiveness of training modules enable continuous improvement.

Why it matters: The only way to improve onboarding is to measure it. New hire feedback reveals gaps and opportunities.

13. Gamification

Gamification elements, such as badges, leaderboards, points, and achievements, can make training more engaging and motivate employees to complete modules.

Why it matters: Onboarding can feel overwhelming. Gamification makes it fun and creates positive associations with learning.

Konstantly: Your All-in-One E-Learning Solution for Automated Onboarding

If you're looking for an e-learning platform that meets all the essential criteria for automating employee onboarding training, Konstantly stands out as the complete package.

Here are six reasons why:

1. Powerful Course Authoring Tools + LMS in One Platform

With a focus on both content creation and learning management, Konstantly empowers your organization to create, adapt, and deliver training content seamlessly—without needing separate authoring software and LMS platforms.

What this means:

Build courses directly in the platform that delivers them
No SCORM exports or compatibility issues
Instant updates—publish changes live immediately
Unified analytics across content and learner data

2. AI-Powered Course Creation

Konstantly's AI assistant can generate complete onboarding courses from:

Existing documentation and wikis
PowerPoint presentations
URLs and web content
Simple text prompts describing what you want to teach

Time savings: What used to take 40-60 hours to create manually now takes 5-10 hours with AI assistance—an 80% reduction in course development time.

3. Interactive, Engaging Content

Engagement is key, and Konstantly offers:

Interactive surveys and quizzes
Audio and video embedding
Image galleries and infographics
Branching scenarios for personalized learning paths
Simulations for hands-on practice

Result: New hires stay engaged and retain 50-80% more information compared to passive slide-based training.

4. Advanced Tracking and Analytics

Robust tracking and analytics tools provide in-depth insights into employee progress, enabling continuous improvement.

You can track:

Individual learner progress in real-time
Cohort comparisons (this month's new hires vs. last month)
Drop-off points where learners struggle
Time to completion
Quiz performance and knowledge gaps
Completion rates by department/role

Actionable insights: Identify at-risk new hires early and provide additional support before they fail probation.

5. Enterprise-Grade Security

Konstantly places a strong emphasis on data security, adhering to industry-standard protocols to protect sensitive employee information.

Security features:

SOC 2 Type II compliant
GDPR and CCPA compliant
End-to-end encryption
Role-based access control
Audit logging
SSO integration (SAML, OAuth)

6. Fair, Scalable Pricing

The Konstantly platform is built to accommodate growing and scaling teams—our pricing model ensures fair value for money.

Pricing:

Team Plan: $49/month for 50 users = $0.98/user/month
Business Plan: $399/month for 250 users = $1.60/user/month
Enterprise Plan: Custom pricing for 500+ users

Why this matters: Most enterprise LMS platforms charge $5-$15/user/month. At under $2/user, Konstantly costs 60-90% less while offering superior features.

In short, when you choose Konstantly, you're choosing a partner dedicated to your organization's growth and success.

5 Steps to Automate Your Employee Onboarding Process

Step 1: Structure the Onboarding Workflow

Start by developing a well-defined onboarding process that includes documentation, training, progress tracking, and feedback.

Create a 30-60-90-day plan:

Days 1-30: Foundation

Company orientation and culture
Role-specific training fundamentals
Essential tools and systems access
Initial manager check-ins

Days 31-60: Application

Deeper role-specific skills training
First projects or assignments
Peer mentoring and shadowing
Continued knowledge assessments

Days 61-90: Integration

Independent work with supervision
Advanced skill development
Department integration
Performance review and goal setting

Konstantly feature: Use Konstantly's visual pathboard to organize all necessary content and steps for your onboarding courses, including branching paths for different roles.

Step 2: Convert Existing Materials into a Course

As a company that's been in business for a while, you've likely collected training materials, documentation, wikis, and institutional knowledge scattered across various systems.

Consolidate everything into structured courses:

Gather existing materials:
- PowerPoint presentations
- PDF training guides
- Video recordings
- Documentation and wikis
- Process flowcharts
Import to Konstantly:
- SCORM packages from old LMS
- PowerPoint files (automatic conversion)
- PDF documents
- Video and audio files
Organize using visual course builder:
- Drag and drop content onto the canvas
- Create logical learning sequences
- Add branching for role-specific paths
- Insert assessments at key points
Enhance with multimedia:
- Built-in Google Images search
- YouTube video embedding
- Audio narration
- Interactive elements

Result: Instead of new hires hunting through SharePoint and wikis, they have one centralized, structured learning path.

Step 3: Enroll New Hires Automatically

As you've automated the content creation process, you want to automate enrollment too. This saves time and ensures everyone gets access to the right training materials from day one.

How automatic enrollment works in Konstantly:

Integrate with your HRIS (BambooHR, Workday, ADP, etc.)
Set enrollment rules:
- All new hires → "Company Orientation" course
- Role = "Sales Rep" → "Sales Onboarding" course
- Department = "Engineering" → "Technical Onboarding" course
New hire added to HRIS → Automatically enrolled in relevant courses

Benefits:

Zero manual enrollment work
No one falls through the cracks
New hires receive welcome email with login credentials on day one
Managers notified automatically when their new reports start training

Konstantly feature: Automatic enrollment by user attributes (role, department, location, etc.)

Step 4: Make Integrations Work

Integrate your onboarding software with other essential tools in your tech stack to create a seamless experience for new hires.

Critical integrations:

HRIS (Human Resources Information System):

BambooHR
Workday
ADP
Namely
Benefit: Automatic user provisioning, role assignment, and enrollment

Communication tools:

Slack
Microsoft Teams
Benefit: Automatic notifications when new hires complete milestones

SSO (Single Sign-On):

Okta
Azure AD
Google Workspace
Benefit: New hires use existing company credentials, no separate login

Video conferencing:

Zoom
Microsoft Teams
Benefit: Embed live onboarding sessions into courses

Analytics and reporting:

Tableau
Power BI
Google Data Studio
Benefit: Cross-platform dashboards combining onboarding data with HR metrics

Konstantly feature: Full REST API and webhooks make integrations straightforward and efficient, even for custom internal tools.

Step 5: Track Progress and Tailor Onboarding

Recognize that not all new hires have the same learning curve. Keep a close eye on their progress and offer assistance as needed.

What to track:

Individual level:

Course completion rates
Quiz scores (identify knowledge gaps)
Time spent on each module
Login frequency and engagement
Feedback survey responses

Cohort level:

Compare this month's new hires to last month
Identify common struggle points
Track improvement in onboarding over time

Manager view:

See direct reports' onboarding progress
Receive alerts when new hires fall behind
Access completion certificates for compliance

Personalization strategies:

Scenario 1: New hire struggles with specific topic

Detection: Low quiz score on "Product Knowledge" module
Action: Course branches to remedial content with more examples
Follow-up: Manager receives notification to provide mentoring

Scenario 2: Advanced new hire with prior experience

Detection: High pre-assessment score
Action: Course skips basic modules, jumps to advanced content
Result: Faster time-to-productivity

Scenario 3: Different learning paces

Detection: Some new hires complete in 2 weeks, others take 4 weeks
Action: Flexible deadlines with automated reminders
Intervention: HR checks in with slower learners to identify blockers

Konstantly features:

Advanced reporting at individual user level
Course branching for personalized learning paths
Automated notifications and reminders
Manager dashboards

By following these five steps and leveraging Konstantly's features, you can automate and optimize your employee onboarding process, setting the stage for a more efficient and engaging experience for your new hires.

Advanced Tips: Gain a Competitive Edge with Automated Onboarding

1. Personalize Onboarding Courses to Improve Experience

Personalization is key to higher engagement in training content and better employee performance.

Personalization strategies:

Pre-assessment branching:

Day 1: Assess new hire's knowledge on core topics
Beginner path: Comprehensive training from fundamentals
Intermediate path: Skip basics, focus on company-specific processes
Advanced path: Jump to advanced topics and strategic training

Role-based paths:

Sales reps: Product training, CRM systems, sales methodology
Engineers: Technical stack, development processes, code review standards
Managers: Leadership training, performance management, HR policies

Interactive elements:

Quizzes with immediate feedback
Simulations of real job scenarios
Decision-based branching (choose-your-own-adventure style)
Peer interaction and discussion forums

Advanced tip: Assess your new hire's knowledge on Day 1, embark them on a tailored onboarding journey based on results, and track their progress along the way.

Our educated guess: This approach will help new employees get into the topic quicker and stay more engaged throughout their onboarding, reducing time-to-productivity by 30-40%.

Konstantly feature: Visual pathboard with drag-and-drop branching makes personalization easy without coding.

2. Remain Compliant with Automated Tracking

Delve into the legal aspects, ensuring that your onboarding automation aligns with data protection regulations, security standards, and industry-specific requirements.

Compliance considerations:

Data protection:

GDPR (Europe): Right to access, deletion, data portability
CCPA (California): Privacy notices, opt-out rights
PIPEDA (Canada): Consent requirements
Konstantly solution: Built-in data export, anonymization, and deletion tools

Industry-specific regulations:

Healthcare (HIPAA):

Privacy and security training mandatory
Annual recertification required
Audit trails of all training activities
Konstantly solution: Compliance tracking, automatic expiration reminders, audit logs

Finance (SEC, FINRA):

Ethics and compliance training
Anti-money laundering procedures
Regular testing and certification
Konstantly solution: Quiz-based assessments, certification management, reporting

Manufacturing (OSHA):

Safety training requirements
Hazard communication standards
Equipment-specific training
Konstantly solution: Role-based automatic enrollment, completion tracking

General employment law:

Anti-harassment training (required in many states)
Diversity and inclusion training
Workplace safety basics
Konstantly solution: Mandatory training enforcement, state-specific content paths

Konstantly ensures security standards for your peace of mind and provides tools to enable compliance training across all industries and regulations.

3. Keep the Human Touch Even When Onboarding Automatically

Recognize the 'people' aspect within your organization and extend it to your employee onboarding.

The 4 C's principle states that employee onboarding should encompass four levels:

Compliance - Policies, procedures, and rules
Clarification - Job-specific expectations and goals
Culture - The company's values, norms, and environment
Connection - Personal relationships between new hires and colleagues

The problem with automated onboarding: It often focuses exclusively on Compliance and Clarification while overlooking Culture and Connection. This is a critical miss, as Culture and Connection directly impact employee retention and satisfaction.

Research shows:

Employees who feel connected to colleagues are 3x more likely to stay beyond 3 years
Strong cultural alignment predicts higher engagement and performance
Social connections formed in first 90 days determine long-term satisfaction

How to add human touch to automated onboarding:

Introduce the team:

Video introductions from team members
"Day in the life" videos showcasing different roles
Founder/CEO welcome message
Team culture and values stories

Build connections:

Assign a peer mentor (outside the automated system)
Schedule virtual coffee chats with team members
Include contact info and photos of key people in courses
Create discussion forums within the LMS for new hire cohorts

Showcase culture:

Customer success stories
Company history and founding story
Employee spotlights and testimonials
Values in action (real examples, not just statements)

Blend automation with live sessions:

Self-paced modules for knowledge transfer (automated)
Weekly live Q&A sessions with leadership (human)
Department meet-and-greets (human)
One-on-one manager check-ins (human)

Konstantly features:

Video embedding for personal introductions
Discussion forums for peer interaction
Blended learning (combine automated courses with live sessions)
Collaborative features for group activities

Add a human touch to your onboarding course by introducing new hires to the company's values and the unique individuals that make up your team. Technology handles the scalable knowledge transfer; humans handle the connection and culture.

4. Improve Your Training Continuously with Employee Feedback

The current trend in corporate learning is to use feedback to continuously improve training and make it more employee-centric.

Feedback collection strategies:

During onboarding:

End-of-module surveys (quick 2-3 questions)
Difficulty ratings for each section
Time expectations vs. reality
Content clarity and relevance

After onboarding:

30-day survey: "What was most/least helpful?"
60-day survey: "What do you wish you'd learned?"
90-day survey: "How well did onboarding prepare you?"
Manager survey: "How well-prepared was this new hire?"

Questions to ask:

Content relevance:

Was this information relevant to your role? (1-5 scale)
What topics should we add?
What topics were unnecessary?

Content clarity:

Was the information easy to understand? (1-5 scale)
Which modules were confusing?
What additional examples would help?

Engagement:

How engaging was the training? (1-5 scale)
What made it engaging/boring?
What format did you prefer (video, text, interactive)?

Practical application:

Can you apply what you learned? (1-5 scale)
What skills do you still need help with?
What on-the-job support would be helpful?

How to act on feedback:

Analyze trends: 10+ people say "Product Knowledge" module is confusing → Rewrite it
Quick wins: Easy fixes (typos, broken links, outdated info) → Update immediately
Prioritize improvements: Focus on high-impact, frequently mentioned issues
Close the loop: Tell new hires what changes you made based on their feedback
Track improvement: Measure if changes actually improved scores and outcomes

Konstantly features:

Built-in surveys and feedback collection
Analytics showing drop-off points (indicates difficulty)
Version control to track content improvements over time
A/B testing different onboarding approaches

Explore how your chosen e-learning platform facilitates feedback collection and analysis. Use data to create a virtuous cycle of continuous improvement.

Measuring ROI: Prove the Value of Automated Onboarding

To justify investment in automated onboarding and demonstrate value to leadership, track these key metrics:

Time-to-Productivity Metrics

Definition: How quickly new hires reach full productivity

How to measure:

Time to first sale (sales roles)
Time to first code commit (engineering)
Time to independent project completion
Manager assessment: "Operating at full capacity"

Benchmark: Manual onboarding = 90-120 days, automated onboarding = 60-75 days

ROI calculation:

30 days faster to productivity × $150/day productive output = $4,500 value per hire

Retention Metrics

Definition: Percentage of new hires still employed after 1 year

How to measure:

Track cohorts by start date
Calculate 90-day, 6-month, and 1-year retention rates
Compare pre/post-automation

Benchmark: Companies with structured onboarding see 82% higher retention

ROI calculation:

Replacing employee costs $50,000 (recruiting + training)
10% retention improvement × 100 hires/year = 10 fewer replacements
10 × $50,000 = $500,000 annual savings

Training Cost Reduction

Definition: Cost per new hire to deliver onboarding training

Manual onboarding costs:

Trainer time: 40 hours × $75/hr = $3,000
Manager time: 20 hours × $100/hr = $2,000
Materials and overhead: $500
Total: $5,500 per hire

Automated onboarding costs:

Platform cost: $1.60/user/month × 3 months = $4.80
Course creation: $10,000 one-time / 100 hires = $100 per hire
Manager check-ins: 5 hours × $100/hr = $500
Total: $605 per hire

Savings: $4,895 per hire

ROI calculation:

100 hires/year × $4,895 savings = $489,500 annual savings
Initial investment: $10,000 (course creation) + $4,788 (annual platform cost) = $14,788
ROI: 3,212% in year one

Knowledge Retention

Definition: How much new hires remember and can apply

How to measure:

Pre-assessment vs. post-assessment scores
30-day knowledge retention test
Manager evaluation of applied skills

Benchmark: Interactive e-learning shows 50-80% retention vs. passive learning less than 20%

Impact: Higher knowledge retention = fewer errors, better quality work, increased productivity

Employee Satisfaction

Definition: New hire satisfaction with onboarding experience

How to measure:

Net Promoter Score (NPS): "How likely are you to recommend this company to a friend?"
Onboarding satisfaction survey (1-10 scale)
Glassdoor reviews mentioning onboarding

Benchmark: Companies with excellent onboarding see NPS 40-50+

Impact: Satisfied new hires become engaged employees and brand ambassadors

Common Onboarding Automation Mistakes to Avoid

Mistake 1: Automating Everything, Including Human Connection

The problem: New hires feel like numbers in a system, not valued team members.

The solution: Blend automation (knowledge transfer) with human interaction (culture, connection). Use technology for scalable content delivery; use people for relationship building.

Mistake 2: One-Size-Fits-All Onboarding

The problem: Treating a junior salesperson the same as a senior engineering manager.

The solution: Use branching and personalization to tailor onboarding by role, department, seniority, and prior knowledge.

Mistake 3: Set It and Forget It

The problem: Creating onboarding courses once and never updating them as company evolves.

The solution: Schedule quarterly onboarding reviews. Collect ongoing feedback. Assign an owner responsible for keeping content current.

Mistake 4: Information Overload

The problem: Dumping 40 hours of training on new hires in week one.

The solution: Space training over 30-90 days. Focus on "need to know now" vs. "nice to know later." Use microlearning (5-10 minute modules).

Mistake 5: No Manager Involvement

The problem: Managers assume "LMS handles onboarding" and don't engage with new hires.

The solution: Define clear manager responsibilities (check-ins, mentoring, feedback). Automated training handles knowledge; managers handle application and coaching.

Mistake 6: Ignoring Mobile Experience

The problem: Onboarding only works well on desktop, remote/field employees struggle.

The solution: Test all onboarding content on mobile devices. Optimize for smaller screens and touch interaction.

Mistake 7: Poor Technical Onboarding to the LMS Itself

The problem: New hires can't figure out how to log in or navigate the platform.

The solution: Create a 2-minute "How to Use This Training Platform" video. Include clear login instructions in welcome email. Provide tech support contact.

Automate Your Onboarding Training and Reap the Rewards

The first days in an organization are pivotal for unlocking exceptional performance from a new employee. The smoother your onboarding process, the shorter time-to-productivity you'll achieve.

Konstantly is your trusted partner in creating efficient onboarding training.

Our platform provides all the necessary features to automate and optimize employee e-learning, ensuring that new hires receive tailored, engaging, and effective training.

What You Get with Konstantly:

✅ AI-powered course creation - Reduce development time by 80% ✅ Visual course builder - Create personalized learning paths with branching ✅ Automatic enrollment - New hires start training on day one without manual work ✅ Comprehensive analytics - Track progress, identify at-risk employees, measure ROI ✅ Mobile-optimized - Learning works anywhere, on any device ✅ Enterprise security - SOC 2, GDPR compliance, SSO integration ✅ Fair pricing - $0.98-$1.60/user/month (60-90% less than competitors)

Proven Results:

60% increase in year-on-year revenue from better-prepared employees
50% faster time-to-productivity compared to manual onboarding
82% higher retention rates with structured automated onboarding
80% reduction in course development time using AI
$489,500 annual savings on training costs for 100 hires

Ready to automate your employee onboarding?

Start your free Konstantly account → (10 users, 5 courses, no credit card required)

See pricing for scaling teams →

View employee onboarding solutions →

Schedule a personalized demo →

Last updated: September 2024. Employee onboarding statistics from Society for Human Resource Management (SHRM), Aberdeen Group, and Glassdoor research.