Integration that outlasts the honeymoon phase

No matter their career level, every new hire needs a well-managed integration plan so they won’t leave or get left behind. Make sure they are established in their new role and welcomed into the culture of your firm.

Onboarding is tactical, but integration is strategic

A holistic approach beyond traditional onboarding

Integrating a professional into a firm and getting them ready to take on client work requires a thorough integration that covers all the bases.

Programs designed for your firm

We start each firm with their ideal integration program. We build it for you or help you build it and get it up and running fast.

Evaluate, engage, introduce

No matter the number of people or integration activities, we always stay on top of them with our robust reporting and reminder system.

Diverse hire integration

We make sure everyone is given equal opportunity and access to key activities and relationships.

Shorter time to competency

Integration with our applicant tracking and learning management modules will ensure new hires can become productive as quickly as possible.

What we do

Create, track, and improve integration plans for all your hires

Customized integration plans Entry level, mid-career, senior executives

Put your best foot forward with every new employee

Fully integrating new hires takes more than the first couple weeks — it’s a marathon, not a sprint. Our software supports structured, standardized integration timelines for in-office and remote employees. Customize them for different roles, and place a new hire on the right track as soon as they’ve accepted your offer. Each timeline can include introductions to their integration team, including mentors, clients, and stakeholders, in order to establish and maintain social connections from day one.

Integration activity management Meetings, introductions, reviews, feedback

Manage large volumes of integration activities

Integration timelines commonly last anywhere from six months to two years, depending on the organization and the role. Create the exact events and action items you want for entry-level, mid-career, and senior executive hires, including mentoring meetings, key client introductions, and real-time feedback. If one person’s integration timeline has 50 activities and you have 50 new hires within your organization, that’s 2,500 activities to track. Our dashboards and integration accountability keep it simple and ensure everything runs on time.

Organization-wide tracking Dashboard view with red alert system

Prevent any hire from falling through the cracks

Depending on your firm or organization’s size and remote work needs, you could have multiple people integrating in multiple locations, all at different points of their timelines. Track all their progress in a single dashboard, with filtering by office or department. Our red alert system indicates if activities are overdue or not started, so you notice before a new hire falls behind. Make sure your diverse hires are getting the same access to mentorship and other resources.

Integration team accountability Team view, auto reminders, assign tasks

Keep integration teams on track with timelines and reminders

Hiring new employees means there are also mentors, sponsors, and clients on each integration team. Easily manage these efforts by assigning integration tasks to the new hires or the team members supporting them. As those action items come up, automatic reminders will be sent to the assigned parties. They can easily indicate when a task has been accomplished, and you can follow up on any slowdowns.

Real-time feedback New hire and integration team communication

Get a clear view of both sides of the integration process

A poor integration process can lead to reduced employee performance and happiness, as well as a higher attrition rate. With our real-time feedback system, you can facilitate communication from the new hire and the integration team. See how happy a new hire is with your organization and what can be improved. Your integration team will let you know how integration is going from their perspective, as well as whether the new hire was the right choice for the role.

Reporting & analytics Year-over-year and feedback trends

Review trends and feedback for continuous integration improvement

A great integration program will not only increase employee satisfaction and performance, it will also become a natural recruitment tool. Use our pre-built reports or create new ones to review how people are integrating year-over-year, as well as trends in the feedback from hires and integration teams. Resolve issues before they affect attrition and keep building a better program. Review diversity and inclusion reporting to see how you can make your organization more welcoming to diverse hires.

Put your best foot forward with every new employee

Fully integrating new hires takes more than the first couple weeks — it’s a marathon, not a sprint. Our software supports structured, standardized integration timelines for in-office and remote employees. Customize them for different roles, and place a new hire on the right track as soon as they’ve accepted your offer. Each timeline can include introductions to their integration team, including mentors, clients, and stakeholders, in order to establish and maintain social connections from day one.

Manage large volumes of integration activities

Integration timelines commonly last anywhere from six months to two years, depending on the organization and the role. Create the exact events and action items you want for entry-level, mid-career, and senior executive hires, including mentoring meetings, key client introductions, and real-time feedback. If one person’s integration timeline has 50 activities and you have 50 new hires within your organization, that’s 2,500 activities to track. Our dashboards and integration accountability keep it simple and ensure everything runs on time.

Prevent any hire from falling through the cracks

Depending on your firm or organization’s size and remote work needs, you could have multiple people integrating in multiple locations, all at different points of their timelines. Track all their progress in a single dashboard, with filtering by office or department. Our red alert system indicates if activities are overdue or not started, so you notice before a new hire falls behind. Make sure your diverse hires are getting the same access to mentorship and other resources.

Keep integration teams on track with timelines and reminders

Hiring new employees means there are also mentors, sponsors, and clients on each integration team. Easily manage these efforts by assigning integration tasks to the new hires or the team members supporting them. As those action items come up, automatic reminders will be sent to the assigned parties. They can easily indicate when a task has been accomplished, and you can follow up on any slowdowns.

Get a clear view of both sides of the integration process

A poor integration process can lead to reduced employee performance and happiness, as well as a higher attrition rate. With our real-time feedback system, you can facilitate communication from the new hire and the integration team. See how happy a new hire is with your organization and what can be improved. Your integration team will let you know how integration is going from their perspective, as well as whether the new hire was the right choice for the role.

Review trends and feedback for continuous integration improvement

A great integration program will not only increase employee satisfaction and performance, it will also become a natural recruitment tool. Use our pre-built reports or create new ones to review how people are integrating year-over-year, as well as trends in the feedback from hires and integration teams. Resolve issues before they affect attrition and keep building a better program. Review diversity and inclusion reporting to see how you can make your organization more welcoming to diverse hires.

Use Cases

Deliver an integration experience that your professionals will brag about

Integrate skilled professionals into your firm and reduce new hire attrition

Design custom integration processes for each role that include learning, coaching, feedback, socializing, and introductions. Make sure lateral hires are welcomed into your culture and given a clear blueprint for their role, without an awkward adjustment period.

Integrate valuable and high-profile senior executives

Make sure you don’t lose the rockstar you were so proud to hire. Get senior executives up to speed with how your firm works, who they need to know, and what they need to do. Plans can last up to two years and will be unlike any integration they’ve had before.

Engage everyone, whether they’re in office or working from home

Facilitate communication, resolve any issues, and make sure everyone is engaged and happy.

Why our clients choose viIntegrate over traditional onboarding