Onboarding
Fifteen minutes to something useful.
Setting up should not be a project. Tell Orglume about the company, bring the people in from a spreadsheet or by invitation, confirm who reports to whom, and confirm what each team owns.
Bring people in however you have them
A spreadsheet export from payroll, an invitation by email, or typed in. Most companies of this size have a spreadsheet, and it is usually enough.
Structure proposed, then confirmed
Names, titles and teams are read from what you supplied and shown back to you: "we found 18 people across 4 teams — does this look right?" Nothing is taken as true until you say so.
Responsibilities suggested from roles
"Sarah is Finance Manager — shall I suggest the usual finance responsibilities?" You choose which apply. This is how structured data gets created without anybody filling in a configuration screen.
Onboarding
The rest of this area.
A workspace per joiner, generated from the role rather than assembled from memory.
Onboarding workspaces
One place per joiner where everything for that start date lives.
Templates
Define an onboarding once per role, not once per person.
Tasks & owners
Each step with a name against it, a date and evidence where it matters.
Access on day one
The accounts and permissions the role needs, prepared before the start.
The first thirty days
What this person is expected to have achieved, agreed up front.
Before the start date
The fortnight between accepting and arriving, which is usually silence.
Run your team with clarity.
From the moment someone joins to the day their responsibilities are handed over, Orglume keeps your people, their work and your organization connected.
Set up from a spreadsheet · Nothing about the AI is metered · [email protected]