Onboarding that says the same thing every time.
Induction, first-week systems, policies and the things nobody writes down — delivered the same way to everyone, whichever office they joined.
What we make
The modules in this category.
Company introduction and orientation
Who the organisation is, how it is structured, what the business actually does and where a new joiner's team sits in it — the context people normally absorb by accident over three months.
First-week systems and tools
Walkthroughs of the systems someone needs on day one: HRMS, expense, ticketing, internal comms, and whatever your stack actually is. Screen-recorded and rebuilt so the UI is legible rather than a shaky capture.
Policies and benefits
Leave, expenses, working arrangements, grievance channels and benefits — the questions that otherwise arrive one at a time in the HR inbox for a month.
Role and function ramp-up
Function-specific modules for sales, operations, plant or support roles, built on the same spine so the shared material stays in one place and only the role-specific sections differ.
Who it's for. HR, People and L&D teams hiring across roles, locations or business units — particularly where joining is continuous rather than in cohorts.
Where we stop
What we'd tell you to shoot instead.
The founder's welcome
A welcome from a real, named leader is worth more than anything we can render, and new joiners can tell the difference. Film it once and we will build the rest of the journey around it.
Your actual office walkthrough
If the point is where the fire exits and the canteen are, that is a camera walking through your building, not a generated one.
How long should an onboarding video be?
Shorter than the live session it replaces, and split. A single forty-minute induction film gets started and abandoned; the same material as six focused modules gets completed, and it lets someone return to the one section they actually need in month two.
Can we update it when a policy or system changes?
Yes, and this is where a modular structure pays. We hold the project files, so a changed benefit, a new system screen or a revised leave policy means re-cutting that section rather than rebuilding the journey.
Will it work with our LMS?
Yes. SCORM 1.2 by default because every LMS supports it, with SCORM 2004, xAPI or cmi5 on request. Worth packaging as separate modules rather than one course: a new joiner who stops after the systems section resumes there rather than restarting, and you can see which parts of induction people actually finish. We test it against your LMS before handover.
Can you produce it in more than one language?
Yes. Additional languages are re-voiced and re-rendered from the same approved build, including on-screen text rather than subtitles over the original — which matters for induction, where a lot of the content is on screen rather than spoken.
What do you need from us to start?
The induction deck you use today and one session with whoever currently delivers it. That is normally enough for a first module, and it means the substance has already been approved internally.
How is this different from recording our existing induction session?
A recorded session is one person's delivery, at one moment, at whatever pace they went that day, with no structure to return to. It is better than nothing and worse than something built to be watched — and it cannot be updated without recording the whole thing again.
Related modules.
Compliance training people actually finish.
POSH, code of conduct, anti-bribery, data privacy and information security — the modules that are mandatory, measured, and almost never watched.
Product training that keeps up with the product.
Feature explainers, software walkthroughs and internal systems training — for products that ship changes faster than training can be rebuilt.
Training that fits between two shifts.
One objective per episode, sized for a phone and for the gap someone actually has — and extendable a module at a time rather than commissioned all at once.
Or see all eleven module types.
Send us the one
you're dreading.
One module is enough. We'll come back with how we'd make it, what it would take, and a free audit of the curriculum you already have.