Hire fifty people at once. Train all of them from day one.
Onboarding is usually a week of slides, then nothing. PubDaily gives every new starter a curriculum built from your own protocols on their first morning, pitched to their role, and keeps going until the numbers say they are up to the team baseline.
Built for organisations where not knowing has a cost. Starting with healthcare: 70 million workers, mandatory continuing education, and knowledge that changes every month.
Your knowledge.
Your brand. PubDaily underneath.
A new starter is a row in your HR system. That is enough to begin.
PubDaily picks them up on the sync, with their role and start date. Nobody enrols anyone.
The folders assigned to that role become their first weeks of questions, ordered so the safety-critical material comes first.
Five minutes each morning, and a manager can see how far along they are against the team baseline.
Onboarding that runs itself.
No course to author, no session to schedule, and no new starter waiting a fortnight for the next induction day.
Nobody enrols anyone
New starters are picked up from your HR system and assigned a curriculum by role, with no manual enrolment step.
Safety-critical first
The material a new starter could hurt someone by not knowing comes first, rather than in whatever order the folder happens to be in.
Measured against the team
Progress is shown against what their team already scores, so "ready" is a number rather than a manager’s impression.
Their manager can see it
A single view of how far through the curriculum each new starter is and which folder is taking them longest.
Fifty at once, or one
A September intake of fifty across six roles takes the same effort as a single hire in March.
Works for internal moves too
Someone changing role gets the new role’s material the next morning, without being treated as a brand-new employee.
Built from what you already have.
Start from your induction pack
The slides and handouts you already give new starters are usually enough to generate the first fortnight.
One curriculum per role
Define what each role must know once, and every future hire into that role inherits it.
Ordered, not dumped
The agent spreads the material across the first weeks rather than front-loading it into a day nobody remembers.
Captures what only seniors know
Write down the things experienced staff answer in the corridor, and they become questions instead of leaving with them.
Who onboards with PubDaily.
Hospitals with rolling intakes
New nurses arrive every month, not once a year, and none of them should wait for the next induction day.
Care homes and long-term care
High turnover means onboarding never stops, and the cost of an untrained shift is immediate.
Agencies and bank staff
Temporary and agency staff get the site-specific material before their first shift, not after it.
Multi-site groups
One curriculum per role across every site, with per-site reporting on how the intakes compare.
Fast-growing companies
Headcount doubling in a year means the induction that worked at thirty people does not work at three hundred.
Regulated industries
Where a new starter must evidence specific training before they can work unsupervised, day one matters.
See a new starter’s first fortnight.
Send us your induction pack and we'll show you the curriculum a new hire in each role would get.
Get started →