Trusted by growing businesses in Australia and New Zealand
Intentionally onboarded new hires that stay for the long term.
Stop throwing your new hires into the deep end. I build custom onboarding packages that guide both your team and your managers through the critical first 90 days, setting the foundation for a long-term career in your business.
Tell me your current onboarding issue you're facing, and we'll map out a solution on a free Zoom call.
25+
Proven Experience: I’ve managed multiple front-line venues and led operational teams of up to 25+ staff.
90D
Proven Methodologies: 90 Day Onboarding frameworks structured around proven retention science.
100%
Fully Owned By You: Custom-made, permanent assets that your business owns completely.
The Expensive Reality of the "Sink or Swim" Onboarding Culture
When a new hire starts, you’re relieved, until day one actually arrives. Without a structured onboarding roadmap, training happens on the fly, critical procedures are skipped, your managers are burnt out, and the new hire is quietly left to survive on their alone. Relying on an unorganised “sink or swim” approach can have three costly results for a business:
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The new hire feels overwhelmed, disconnected, and isolated from day one. Instead of speaking up, they quietly mentally check out, look for another job on their breaks, and resign within the first 45 days—leaving you to waste thousands more on recruitment to restart the cycle.
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Your senior staff and managers bear the brunt of the chaos. Because there is no structured onboarding, they are constantly interrupted with basic questions, forced to train on the fly while handling their own workloads, and quickly reach total burnout trying to keep the team afloat.
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In the case that the new hire survives, this can be even more costly for your business. They miss critical operational procedures and pick up bad habits from other staff. They become a long-term operational bottleneck that is resentful and not aligned with your business culture.
The Business Case for Intentional Day-One Alignment
When you replace the "sink or swim" chaos with a structured 90-day framework, the impact goes directly to your bottom line.
82%
“A strong, structured onboarding process improves new hire retention by 82%. Furthermore, up to 20% of all employee turnover happens within the first 45 days when the initial experience is poor.”
70%
“Implementing a structured onboarding program boosts new hire productivity by over 70%. Without it, industry data shows it typically takes an average new hire 8 to 12 months to reach full, autonomous performance potential.”
29%
“28.8% of new hires report receiving zero formal guidance or training from their managers during their integration. This happens primarily because 58% of managers receive absolutely no training or structured resources on how to onboard effectively, forcing them to train on the fly while handling their own daily workloads.”
fully productive, autonomous team members by Day 90 without your managers having to train them on the fly.
90-Day Onboarding Playbooks
I extract your team's internal knowledge and build interactive guides that new hires use throughout their first three months of working with you.
Give your leaders a lightweight framework that completely removes the stress of training new hires on the fly.
Companion Manager Guides
Equipped with step-by-step checklists and structured 1-on-1 templates, your managers save hours of administrative time while delivering consistent, high-quality guidance.
Ensure every new hire completes essential compliance and operational training autonomously, before they even step onto the floor.
Interactive Essential eLearning Modules
Highly engaging digital how-to guides and compliance modules standardise your core training, guaranteeing 100% policy alignment without freezing your operations.
The five step process I take to build your learning:
I understand that all businesses have different needs, and I am flexible, however my process usually follows a similar pattern each time. You may have heard of the ADDIE learning model, and this is what I like to stick to, to make sure we’re developing the right learning solutions for your unique situation.
This process doesn't just create resources, it solves critical business problems. I’ve seen the impact this process has had on countless projects that I have delivered for growing organisations.
STEP 1
The Planning Stage
STEP 2
Blueprinting and Storyboarding
STEP 3
Design & Development
STEP 4
The Hand-Over & Implementation
STEP 5
Evaluation & Impact