Catch the hires
you would've lost.30 days earlier.
A calibrated mentor for the first 90 days. Cuts time-to-productivity ~30% on engineering hires. Surfaces the failures that aren't learning problems — manager unavailable, role mismatch, environment hostile — in needs-language, before week 4.
Tap any number to see the cohort, methodology, and caveats.
It catches the
non-learning failures.
About 18% of new hires don't make it 90 days. Most of those failures aren't about capability — they're about a missing manager, a mismatched role, or an environment that doesn't have room. Your existing tools don't see the difference.
This system maintains a posterior over root cause. When the cause shifts off on_track for 3+ days, HR gets a brief — phrased in needs-language only, never naming a manager as the problem.
See the Day 17 catch in action →Sarah's pattern this week is consistent with a support-cadence gap. Her competence trajectory has been flat since Day 11, and the typical signals of a stuck hire we'd expect at this phase (open questions, scaffolded debugging) are absent — which we usually see when a hire has stopped reaching out.
Two suggestions, in order of friction:
- Schedule a 1:1. Sarah's next scheduled sync is May 19. We'd suggest moving it earlier — pattern improvement historically follows within 4 days of contact resumption.
- Send Mark a supportive prompt. A prepared one-liner is drafted — focused on what Sarah needs, not on the gap itself.
This is what HR sees on Day 17. By Day 21, Sarah ships her first PR.
The status quo, on one page.
A 47-item checklist
and a hope.
- Day 1: a Notion page with 47 checkboxes. Sarah ticks 12 of them.
- Day 5: senior eng spends 3 hours explaining the deploy CLI in Slack DMs.
- Day 12: Sarah is stuck on transaction reconciliation. She doesn't ask. She googles.
- Day 17: Mark missed two 1:1s. No one knows. No system tracks it.
- Day 30: HR asks the manager 'how's it going?' Manager says 'fine.'
- Day 67: Sarah resigns. The exit interview surfaces a manager-availability problem you can't act on retroactively.
A calibrated mentor
in the tools.
- Day 1: Sarah opens chat. Mentor asks her where she wants to be in 90 days — the answer shapes everything.
- Day 5: mentor scaffolds the deploy CLI from inside her IDE. Senior eng never paged.
- Day 12: posterior on transaction reconciliation widens. Mentor proactively surfaces Bob's notes from a similar project.
- Day 17: root-cause posterior shifts. HR gets a needs-language brief about Sarah's support cadence. Mark gets a supportive nudge — not a blame.
- Day 21: 1:1 happens. Mentor's brief tells Mark: 'one question to ask, one thing to celebrate.' Sarah ships her first PR.
- Day 90: Sarah stays. The system gets ~3% better at every subsequent hire because of what it learned about your team.
Four capabilities.
One philosophy.
Behavior, not just learning. Calibration, not gamification. The mentor stays quiet most of the time — and that's the point.
Calibrated competence
Tracks per-KC mastery with real probabilistic uncertainty. Wider bands mean honest 'I don't know you well there yet' — not a grade. No completion percentages, ever.
Catches what isn't learning
When a hire is failing for non-learning reasons, the system surfaces a needs-language brief. Code-reviewed wording layer prevents naming individuals as causes.
Mentor in the tools
Slack DMs, Google Docs, IDE via MCP. The mentor lives where work happens — not in another tab to remember.
Behavior > learning alone
Implementation intentions, peak-end discipline, identity-based language, autonomy controls. The behavioral layer is what makes the math actually change behavior.
What it's worth, on your numbers.
Your annual return
Drag the sliders. Every assumption is visible — if a number looks wrong, tap it.
For 20 hires at $180K fully-loaded.
We deliberately use the conservative number on every assumption. If we've overshot your reality, we want you to know — and to set the slider lower.
Take the demo path.
The scenario is the moment most prospects remember a week later. The role surfaces are context.
The Day 17 catch.
Sarah, Senior SWE. Day 1 to Day 21. Watch the system catch a non-learning failure a manager would have missed — and turn it into a saved hire.
also show the hire-facing surfaces (for context)hide hire-facing surfaces
These are what hires see — included so you can verify the experience, not as primary buyer surfaces.