Solutions / Onboarding & Development
From candidate to contributing employee.
Guide every new hire through the move with a candidate portal, onboarding surveys, and structured check-ins. Then keep development going through the first 90 days and beyond.
New hire journey
[New hire name], [Role]
On track
Candidate portal
Offer, paperwork, and first-day details in one place
TMA Talent Analysis
Talent profile ready for the first Talent Talk
30-day check-in
Manager Check In scheduled for [date]
Up next
60-day onboarding survey
Experience and integration pulse
90-day development plan
Built from talents, 360 feedback, and cognitive potential
Most onboarding programs track whether new hires finished their tasks. TMA Performance helps you understand who they are, so development starts on day one.
Pair what you learn about the person with what you hear about their experience, and every early conversation has something real to work with.
What we solve for
The first 90 days set the tone. Make them count.
Ongoing development, day one through day 90 and beyond
Build each new hire’s development plan from TMA talents, 360 feedback, and BrainsFirst results, so growth reflects how they are wired, how others experience them, and where their potential lies.
TMA Talent Analysis
360 Feedback
BrainsFirst
Regular check-ins and performance conversations
Give managers and new hires a simple rhythm for talking about progress, priorities, and support with the Manager Check In tool. Each conversation adds to a record both sides can see.
Manager Check In
Onboarding surveys that measure the experience
Ask new hires how onboarding is really going at key milestones. See how well they are integrating into the role, the team, and the culture while there is still time to act.
Onboarding Surveys
Candidate Portal
The new hire journey
One path from offer to ownership
Each stage has a clear purpose and the right tool behind it. Use the whole path or start with the stage that needs the most attention.
Before day one
Assess
The candidate completes the BrainsFirst games and TMA Talent Assessment to measure job fit and predict performance.
First weeks
Understand
TMA Talent Analysis shows what drives the new hire. A Talent Talk helps manager and employee start from the same picture.
Days 30, 60, 90
Connect
Manager Check In conversations and onboarding surveys run side by side, so you hear from both the manager and the new hire.
90 days and beyond
Grow
360 feedback and BrainsFirst results join talent insights to shape a development plan that keeps building.
The tools behind it
Mix and match what your onboarding needs
Development built on who they are
Three lenses, one plan. Bring them together early so the first development conversation is grounded in evidence, not guesswork.
TMA Talent Analysis. About 30 minutes, mapping 22 drives to 44 talents and 53 competencies. No certification needed to use the reports.
360 Feedback. New hires are invited to participate once they have settled in, drawing on a library of 80 competencies and 320 mapped behaviors, with full confidentiality for raters.
BrainsFirst. Cognitive potential results add a view of how each person learns and where development will pay off.
90-day development plan
[New hire name]
Talents
[Top talent]
360
[Strength noted]
Potential
[Learning focus]
Focus areas
[Development goal one]
In progress
[Development goal two]
Planned
30-day check-in
Draft shared
What is going well so far?
[New hire response]
Where would more support help?
[New hire response]
Priorities for the next 30 days
[Agreed priorities]
Save draft
Share with manager
Check-ins that keep new hires moving
The Manager Check In tool gives every new hire and manager a steady cadence of short, structured conversations. Concerns surface early, wins get noticed, and the record builds itself along the way.
Set a 30, 60, and 90-day rhythm, then keep it going
Employees prepare their side, so conversations start with their view
Each check-in carries forward into the next performance conversation
Hear how onboarding really feels
Onboarding surveys measure the new hire experience and how well people are integrating, from their first week through their first quarter. Responses are kept confidential, so new hires can be candid.
Milestone surveys timed to the moments that matter
Spot where onboarding works and where it stalls, by team or role
Connect early experience to the broader employee experience
60-day onboarding survey
Question 3 of [X]
I understand how my work contributes to my team’s goals.
Strongly disagree
Disagree
Neutral
Agree
Strongly agree
Your responses are confidential.
Ready to rethink the first 90 days?
Talk with our team about where your onboarding stands today and which tools fit best. Start with one, add the rest when you are ready.
