Start the new role strong. Prep that builds day-one confidence.

Your personalized interview prep and upskilling coach for the age of AI

...or type any role or company

Onboarding Coach

Skills-based. Curated. Adaptive.

Close your skill gaps

Track progress on your skill profile and achieve your career goals in the age of AI

Structured Problem Solving
Practitioner
Stakeholder Influence
Apprentice
AI Delegation
Apprentice

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Deeply Researched

Every session is built around news, trends, earnings calls, and ideas shaping your profession today

You are joining Notion as a senior product manager on day 1. Your manager has given you...

Notion
INTERVIEW

Notion

You started as an HRBP at Workday 3 weeks ago. Your assigned business unit leader has...

Workday
INTERVIEW

Workday

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Interview Simulations

Mock interviews with sharp, realistic AI interviewer personas, interactives and exhibits

Framework
Main Branch
What must you learn in the first 30 days?
Level 1
How do you ramp on the technical stack?
Level 2
Read architecture docs, trace 3 critical paths end-to-end, ship a small bug fix by day 5
Level 2
Shadow on-call engineer for 1 week; understand production topology and failure modes
Level 1
Which relationships are critical?
Level 2
Schedule 1:1s with 8 key people: manager, skip-level, PM, designer, 4 senior engineers
Level 2
Ask each: "What should I know that isn't in the docs?" and "Where can I add value fastest?"
Main Branch
How do you deliver early wins?
Level 1
What quick wins build credibility?
Level 2
Fix a well-known pain point (flaky test, slow build, missing docs) in first 2 weeks
Level 2
Document your onboarding experience; improve the process for the next new hire
Level 1
When do you take on real project scope?
Level 2
Week 3-4: Own a medium-sized feature end-to-end; week 6-8: lead a small project
Level 2
By day 90: have a shipped feature, 2+ mentoring relationships, and a clear H2 plan

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Sharpen Your Judgment

Get pressure-tested on which problems matter, which questions to ask, and how to prioritize

New hires are struggling — we should extend the onboarding program to 6 months.

Thinking
AssessExtending onboarding duration treats a time problem rather than an alignment problem. If new hires are struggling, the diagnostic question is: what specifically are they struggling with?
LocateThree common root causes: (1) information overload with no prioritization, (2) unclear success criteria (what does 'good' look like at day 30?), (3) relationship isolation — not knowing who to ask for what.
DecideAsk what the new hires are struggling with specifically. This prevents the instinct of adding duration as a solution to a content or clarity problem.
Longer doesn't mean better. Are they struggling with knowledge, tools, or unclear expectations about what success looks like at 30, 60, and 90 days?

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Tailored Debriefs

Know exactly where you stand on every skill that matters — after every session

Relationship Strategy
Distinctive
Learning Agility
Strong
Early Impact Planning
Meeting Bar
Ambiguity Navigation
Developing

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