Onboarding

Onboarding is the first-run fact-find and profile setup — the thing that happens before the tools are useful, so that when you reach them they are already aimed at your organisation rather than at a generic one.

What it does. It gathers the facts about your organisation and your role, and those facts shape the output of the tools. That is the whole mechanism: the fact-find feeds every tool downstream, so the answers, reasoning and recommendations you get back are set against your context — sector, size, the decisions in front of you — rather than against a textbook example. As the owner puts it, the facts gathered shape the output of the tools. It is not a questionnaire for its own sake; it is the step that makes the rest of the platform return something you can actually use.

What you get. A set-up profile so the tools speak to your context, not a generic one. You sit down to Ask Quinn, the Diagnostic, or the Proportionality Check and they already know enough about you to start from the right place. The judgement stays yours; the framing stops being generic.

Who uses it. Anyone starting in the app. New users on the first run, HR and people leads setting up the account, and EDI and governance leads who will be working through the tools afterwards.

Where it fits. Onboarding builds the profile that My Profile then administers over time — subscription, account and the facts you keep current as your organisation changes. Run it once at the start; return to My Profile when the facts move.