PODCAST
The three questions that sell the new range
Two minutes before opening, in the words of your top associates
0:00 2:05 1×
Forge for Onboarding coaches new hires on the tools they need to learn, CRM, support platform, HRIS, collab, from day one, fed by live signals from those systems. Every nudge is role-specific, company-specific, and tied to the outcomes your team actually measures.
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Enterprise onboarding front-loads a week of presentations, buddies, decks and LMS modules, then drops the new hire into the workflow and hopes for the best. Forge spreads the coaching across 90 days, exactly when context matters: first pipeline call, first customer ticket, first reporting cycle.
Sales, CS, ops, engineering, each new hire gets a coach trained on their role, their tools and their first 90-day plan, not a generic employee handbook.
Always-on, always patient. Answers the question your new hire would not dare ask their manager twice.
Forge tracks time-to-first-deal, time-to-first-ticket-resolved, 90-day retention, against the baseline of your existing onboarding.
Sometimes the moment calls for a 90-second flashcard. And sometimes for a role play before a difficult conversation. The coach reads the moment and pushes the right format or the user asks for the one they need. 15+ activity types today, including these:
Film it, the coach checks it. Film a kitchen, a shelf or a workstation. The coach checks it against your standards and says what to fix.
Practise before the real thing. Tutor, assessor or role play, practise the difficult conversation, the live demo, the regulator interview before the real one.
Listen on the way. Lecture, interview or Q&A audio formats, listen on the commute, between sites, or before the 1:1.
Ask, and the coach answers from your content. Your methods, your procedures and your team's context, with the sources.
Remember what matters. Spaced-repetition cards on the policy, the playbook, the product. Built for retention.
The coach comes to you. A nudge at the right moment, before the meeting, the shift or the launch.
Every step moves the programme on. Each activity completed counts in the programme, and the coach suggests what comes next.
Forge gives every new hire the kind of attention only your best managers can deliver, without the bandwidth cost.
Forge's onboarding coach supports each new hire through their first weeks: it answers questions about your processes, offers role-specific scenarios and checks what has been learned. New hires become autonomous faster and their manager knows where they stand.
Yes. The coach draws on your internal documents: processes, tools, organisation, rules. Newcomers get an immediate answer at any time, without asking colleagues every question.
Forge measures time to skill mastery for the key skills of the role. KPIs are set at the start, for example time to first sale or time to autonomy on a process, then followed team by team.
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