How Quench Uses Quench for Onboarding New Hires
Getting onboarding right isn’t a nice-to-have, it’s a business imperative.
Companies with a strong onboarding process improve new hire retention by up to 82% according to Glassdoor research.
Given that the average cost to hire a new employee in the U.S. is $4000, those numbers add up fast.
Yet too often, onboarding is inefficient, inconsistent, and draining for everyone involved.
At Quench, we’ve built a solution to change that. By drastically reducing time-to-productivity, Quench helps new hires get answers fast, learn quickly, and feel confident from day one.
The Hidden Costs of Traditional Onboarding
We’ve had conversations with dozens of enterprises about challenges they face when onboarding new hires. Here are common themes that surfaced:
1. Costs of Productivity Loss and High Turnover
Traditional onboarding is often inefficient, with administrative delays and inconsistent training methods slowing down how quickly new hires become productive. According to a Gallup report, a new employee takes around 12 months to become fully productive in their new role.
A poor onboarding experience often leaves employees feeling frustrated and dejected. Research shows that up to 20% of new hires leave within their first 45 days if onboarding is inadequate. This has serious financial implications. Replacing C-level executive positions can cost up to 213% of their yearly salary.
2. Strain on Existing Staff and Team Morale
When onboarding is inadequate, new hires frequently turn to colleagues and managers for help: "Who should I talk to about this?", "Where can I find that template?".
Simple queries that should take seconds to resolve can turn into hours of collective time as new hires navigate unfamiliar organizational landscapes.
This constant need for support disrupts workflows and can lead to burnout among existing employees, ultimately lowering overall team morale and productivity.
3. Negative Impact on Company Culture and Employer Brand
Traditional onboarding often fails to integrate new employees into the company culture, leaving them feeling disconnected and undervalued. This not only increases the risk of early turnover but also damages the company’s reputation as a great place to work.
Negative experiences are often shared on platforms like Glassdoor, making it harder to attract top talent in the future.
An SDR Success Story
Shayla Abano recently joined Quench as a Sales Development Representative (SDR) with no prior industry experience.
However, Shayla didn’t require 12 months to become fully productive and within just two weeks, she was booking her first client meetings.
Here’s how Quench made that possible:
1. Making Knowledge Work Bases Truly Accessible
Our SDR team maintains a comprehensive handbook in Notion - a valuable resource containing everything from prospecting strategies to objection handling frameworks.
When Shayla needed to understand the characteristics of certain prospects, Quench provided concise, contextually relevant answers extracted directly from our internal documentation.
2. Continuity When Managers Aren't Available
The reality of modern work means managers can't always be available exactly when new hires need guidance. However, Quench has the ability to fill this gap.
Rather than waiting for her manager to respond every time she had a question, Shayla could get instant answers on Quench's administrative processes, sales messaging, and internal workflows, empowering her to keep moving without breaking momentum.
3. Streamline Policy Access
Company policies often exist in documents that employees struggle to locate precisely when needed. When our new SDR needed to understand our hybrid working policy, Quench instantly surfaced the relevant information from our Notion workspace.
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4. Preventing Knowledge Loss
Research indicates that, on average, about 42% of the expertise and skills required for a position are known only to the departing employee and must be relearned from scratch by their replacement. This represents not just the explicit knowledge documented in handbooks and guides, but the invaluable tacit knowledge developed through experience.
By capturing interactions and decisions within Quench, Shayla could easily find insights about the company’s culture without having to rely on individual team members.
5. Eliminating Workflow Duplication
"Who's working on this project?" "Has someone already solved this problem?". These questions plague growing organizations and lead to duplicated efforts and inconsistent approaches.
Shayla found that Quench could quickly identify who within the organization had expertise or experience with specific accounts, industries, or challenges, connections that might otherwise have taken months to find out.
Want to reduce your hires time-to-productivity?
At Quench, we don’t just talk about modernizing onboarding, we live it.
By using Quench internally, we’ve seen firsthand how AI can transform the new hire experience. From cutting down ramp-up time to preserving institutional knowledge and reducing team burnout, our approach is built to scale with your company’s needs and deliver immediate impact.
if you're growing your team and want to give your new hires the clarity, confidence, and support they need from day one, then get started with Quench.
