By department
What the organisation knows, on day one.
Time to competence is a people metric with an knowledge cause: a new joiner spends months reconstructing understanding that already exists somewhere in the business.
What goes wrong today
The problem in people & hr
- New joiners learn by interrupting experienced colleagues, which costs twice.
- Policy and process answers vary by who is asked, which creates inconsistency and risk.
- When someone leaves, what they knew leaves with them.
What you would do with it
The same platform, pointed at your problem
An assistant that already knows
From day one, a new joiner can ask how the organisation actually works and get a cited answer.
One current policy answer
Superseded policy is dated and set aside, so people are not applying last year's version.
Knowledge that survives departures
Understanding accumulates in the organisation rather than in individuals.
What changes
In terms your finance director recognises
Shorter time to competence
Consistent policy answers across the business
Less disruption when experienced people move on
The lead angle here is onboarding and institutional memory — but the platform underneath is the same one on every page of this site. See how it works.
Start with one team.
Small teams use Cornerstone free. No card, no sales call, nobody to approve it.