Workhuman
workhuman.com · Human Resources Services · Founded 1999
Founded in 1999, Workhuman has been committed to building human workplaces that recognize the value and potential of every employee. Today, we help HR and business leaders from some of the world’s biggest organizations like LinkedIn, Cisco, Eaton, Whirlpool, and Intuit build human connections on a global scale to drive ROI. Positive employee experiences are no longer a nice-to-have they are a business imperative. Workhuman Cloud is a secure SaaS platform with more than six million users in 40 languages, in 190+ countries, generating 100 million instances of human connection. Our solutions fuel company culture through recognition, engagement, performance, work-life harmony, inclusion, and belonging. Combined with the unmatched unique business insights from Workhuman iQ, we provide leaders with proactive insight and tools that can’t be found in any other HR solution. These insights are used to understand issues as they develop and to help make the right decisions to align business objectives to deliver immediate impact. Our employees are dual headquartered in Framingham, Massachusetts and Dublin, Ireland. We’ve been featured on The Great Places to Work list in Ireland for eight consecutive years and were named #1 in 2019; we’re a Boston Globe Top Place to work 7 years running; and is Great Place to Work Certified in the USA. Looking to join our team that’s pioneering the Human Workplace? View our open positions: https://wrkhmn.co/46M2DLp
Created Workhuman's Engineering Onboarding Program, Cutting Time-to-Productivity in Half
When three engineers started the same week at Workhuman and received completely different first-day experiences—one without laptop access until day three—it became clear we needed a formal onboarding program. Managers were uncertain what to cover, and new hires were floundering without structure. This inconsistency was slowing productivity and creating frustration across the Engineering organization. I began by interviewing recent hires and their managers to identify the most critical pain points, then designed a pilot 30-day onboarding experience starting with our Engineering team. Partnering closely with department heads, I identified role-specific competencies and built a first-week curriculum that addressed the most common gaps new hires mentioned—like understanding our product architecture and learning how teams collaborated. The program provided structure, clarity, and a consistent experience for every new engineer. The results were immediate and measurable. Time-to-first-commit for engineers dropped from six weeks to three, and our 90-day new hire survey scores jumped from 3.2 to 4.6 out of 5. Managers reported spending 50% less time answering basic questions, freeing them to focus on higher-value coaching and development. Our VP of Engineering became a vocal champion, telling the exec team the program cut his time spent on new hire logistics in half. A senior designer who joined mid-scale said it was the first company where she felt fully productive by week three instead of floundering for months. What started as a reactive fix became a scalable onboarding machine that transformed the new hire experience.