Small missions
Each mission asks the new colleague to do something useful: observe a situation, speak to someone, prepare a meeting or reflect on a decision.
Professional learning · Onboarding · English / German / French
First
100 Days
An adaptable onboarding experience that guides a new colleague through their first 100 days — from the first day to growing confidence and responsibility in the role.
What the project is about
Starting a new job means learning far more than one course can hold.
The prototype follows a new Customer Success colleague at the fictional software company DemoCo. Over the first 100 days, the person gets to know the company, the role, the people and the customers. The experience gives this process a clear structure without turning every working day into training.
How the onboarding works
One journey.
Five phases.
15 missions.
- Days 1–10
Get oriented: understand DemoCo, the Customer Success role and what the first weeks will look like.
- Days 11–30
Meet the people behind the work and prepare useful conversations with a buddy, lead and other teams.
- Days 31–60
Apply what has been learned in real customer situations, with support still close at hand.
- Days 61–90
Recognise risks, make decisions and take on more responsibility step by step.
- Days 91–100
Look back, gather the most important lessons and prepare to manage a small customer portfolio.
The central principle
100 days of support, not 100 days spent in training.
The experience is most active at the beginning, when everything is new. As the colleague becomes more confident, the extra learning time gradually decreases and the focus shifts towards independent work and reflection.
Made to fit the organisation
The structure stays clear. The experience changes with the role.
DemoCo and Customer Success provide one concrete example. For a real organisation, the journey can be adapted to the company, role, teams, language and existing onboarding process.
- Company context, culture and tone of voice
- Role-specific goals, phases and missions
- Internal people, teams and key conversations
- Tools, resources and calendar touchpoints
- Language, visual identity and accessibility needs
The result is not another generic content library. It is a guided journey built around what a new colleague should understand, experience and be able to do in that particular organisation.
Key design decisions
Learning inside the job
The platform sends the learner back into the workplace. Conversations and real tasks carry more weight than long pages of information.
A private notebook
Questions, notes and aha moments stay in the person’s own browser. The notebook supports reflection and is not an HR tracking tool.
Adaptable by design
The same structure can support different roles and organisations by changing the missions, people, timing, language and visual identity.
Role and contribution
Learning Experience Design · Concept · Learning Journey · Writing · Visual Direction · Interaction Design · Prototyping
I developed the fictional workplace context, the five-phase journey, all 15 missions, the reflection tools, interface and visual system. The working prototype is available in English, German and French.