SprintHR AI Onboarding Hub

Cut employee onboarding from weeks to minutes, AI-powered, zero HR overhead

Project Overview

Client: Sprint Onboarding Hub is an AI-powered assistant , a MIT project
Industry: IT
Timeline: 8 weeks
My Role: End-to-End UX/UI Design, Research & Strategy

About

The Sprint Onboarding Hub is an AI-powered assistant designed to streamline employee onboarding by automating repetitive tasks, providing instant answers to common questions, and giving HR teams visibility into the onboarding process.

Problem Statement

Employee onboarding is typically fragmented across multiple systems and departments, creating confusion for new hires and overwhelming HR teams with repetitive tasks.

Solution

An intelligent onboarding companion that guides new employees through their first 90 days while providing HR managers with comprehensive progress tracking and analytics.

Research

Target users

  • Primary Users: New employees (first 30–90 days).

  • Secondary Users: HR managers overseeing onboarding, Hiring managers seeking progress visibility.

Through analysis of common onboarding pain points, I identified three critical areas of friction:

New Employees

HR Teams

Managers

  • Overwhelmed by fragmented processes across HR, IT, and managers

  • Long wait times for answers to common questions

  • Unclear task priorities and deadlines

  • Risk of missing critical onboarding steps

  • 40% of onboarding time spent on repetitive questions

  • Manual progress tracking across multiple systems

  • Difficulty identifying at-risk new hires

  • Limited visibility into onboarding effectiveness

  • No clear view of new hire progress

  • Uncertainty about when team members will be productive

  • Inconsistent onboarding experiences across the organization

Key Statistics Identified

Average onboarding time

HR repetitive tickets

Day-30 satisfaction:

90-day retention:

10 days

100/month

3.8/5

78%

User Persona

User Stories

01

02

03

As a new employee, I want a chatbot that can answer common onboarding questions (benefits, PTO, policies) so that I don’t have to wait for HR responses.

As a new employee, I want a clear onboarding checklist with automated reminders so that I can complete tasks (email setup, payroll enrollment, Slack access) without missing steps.

As an HR manager, I want a dashboard that shows each employee’s onboarding progress so that I can quickly identify who needs support.

04

05

06

As a hiring manager, I want visibility into my new team member’s onboarding completion so that I can ensure they are productive by their first week.

As an HR leader, I want automated Day-30 and Day-90 pulse checks so that I can measure onboarding satisfaction and identify retention risks early.

As a hiring manager, I want visibility into my new team member’s onboarding completion so that I can ensure they are productive by their first week.

Site Map
Website Experience
Landing Page
Sign In as an Employee and HR
Employee Dashboard with Smart Task Manager

Dynamic Checklists: Auto-generated based on role and department requirements

  • Intelligent Reminders: Context-aware notifications that respect user preferences

  • Progress Tracking: Real-time completion status with dependency management

  • Integration Hub: Seamless connection with HRIS, IT systems, and communication tools

Employee Dashboard with chatbot

Instant FAQ Responses: 24/7 availability for common questions about benefits, PTO, and policies

  • Guided Task Flow: Step-by-step assistance through complex processes like payroll setup

  • Smart Escalation: Automatically routes complex queries to appropriate HR personnel

  • Multi-platform Access: Available in Slack, Teams, and web application

HR Dashboard with team progress

Team Overview: At-a-glance progress across all new hires

  • Risk Identification: Flags employees behind schedule or showing early attrition signals

  • Satisfaction Monitoring: Day-30 and Day-90 pulse check results

  • Performance Metrics: Onboarding efficiency and effectiveness tracking

Automation Flow

Key Focus Points for technical implementation

Success Metrics/ KPI
Business Impact

Free up 40-50% of time spent on repetitive onboarding tasks

  • Reduce replacement hiring costs (averaging 1.5-2x salary per employee)

  • New hires contribute meaningfully 2-3 days earlier

  • Positive first impression reduces early attrition risk

What I learned?
What worked well:-

  • Starting with pain points rather than features led to more focused and user centered solutions 

  • Phased rollout allows for learning and iteration

  • Building on existing systems rather than replacing them increased adoption likelihood

Challenges Overcame:-

  • Ensured escalation paths preserve personal connections, rather than just focusing on automation.

  • Implemented version control and HRIS sync to maintain policy and data accuracy

  • Designed manager endorsement and training into launch strategy for better change management

Future Enhancements:-

  • Use ML to predict onboarding success and intervention needs

  • Add company culture and team introduction modules

  • Native mobile app for on-the-go access

  • Accommodate diverse global workforce


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