Catch Bad Onboarding in Week One, Not at the Exit Interview
New hires who have a rough first week rarely say so — they just quit within a year. A short day-5 pulse survey catches problems while they're fixable.
- 1
Trigger on Day 5
Add a
Schedule Triggerfinding hires whose start date was 5 days ago. - 2
Send the Pulse
Add a
Gmailnode with a 3-question survey: setup okay? clear on the role? anything confusing? - 3
Route Concerns
Add a
Typeform TriggerandIFnode flagging low scores to HR immediately. - 4
Track the Trend
Add a step aggregating scores so onboarding quality is measurable over time.
- 5
Activate and Test
Activate the workflow with a test hire. Confirm the survey and flagging work.
Frequently asked questions
Why day 5?
Late enough to have real experience, early enough that everything found is still fixable.
Do new hires answer honestly?
Three light questions with a genuine 'we fix what you flag' record get remarkably candid answers.
Rehire Last Summer's Best Seasonal Staff Before Competitors Do
Every season starts with a hiring scramble — while last year's trained stars wait uninvited. Reach out to top former seasonal staff first with early rehire offers.
n8nGoogle SheetsGmail
Collect Every New Hire's Payroll Forms Before Their First Check
Payroll services chase clients' new hires for W-4s and direct deposit forms while the first payroll looms. Collect every required form from new hires automatically before the run.
n8nTypeformSlack
Ensure New Hires Get Their Equipment Before Day One
New hires start with no laptop or access because equipment provisioning falls through cross-team cracks. Track each new hire's equipment and access provisioning to completion before day one.
n8nAirtableSlack
Keep every recipe free
FlowRecipesHub is free and always will be. If a workflow saved you time, chip in what you like — it helps us keep the lights on and build the next batch of automations for everyone.
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