Achieved a 5% reduction in reneges, resulting in a £73,692 cost avoidance.
What is pre-boarding?
Pre-boarding is everything that happens between a new hire accepting their offer and arriving for their first day. It is the bridge between offer acceptance and day one – and how well you manage it shapes everything that comes after. Most organisations treat pre-boarding as a compliance exercise. Contracts, policies, right-to-work checks. Gallup research shows only 12% of employees strongly agree their organisation does onboarding well. Yet, done right, pre-boarding is one of the most powerful tools in your people strategy.
The moment they say yes, the clock starts
Between offer acceptance and day one, 28% of new hires have reneged on an accepted offer – driven by counter-offers, cold feet and the anxiety of leaving a team they know. Organisations that act quickly, with a warm and personalised welcome, significantly reduce that risk.
Give people the confidence to hit the ground running
Structured pre-boarding and onboarding programmes deliver up to 70% higher productivity in new hires. Rich, relevant content before day one – tailored by role, location or hire type – helps people understand your organisation and hit the ground running from the moment they arrive.
Pre-boarding is not just for new hires
72% of new hires say time with their manager is the most important factor in a good onboarding experience – this should start before day one. A structured process ensures managers, buddies and teams know exactly what’s expected – so support comes from every direction and quality is never left to chance.
Everything before day one shapes what comes after
Research shows as many as 20% of employees leave within the first 45 days. A thoughtfully structured pre-boarding experience – one that builds connection, knowledge and confidence in the run-up to day one – makes a measurable difference to whether people stay and thrive.
Award-winning pre-boarding #whoopwhoop
What ROI have our clients achieved?
NatWest Group
GE Healthcare
Achieved a 24% reduction in global early attrition resulting in a £6 million cost avoidance.
Autism Unlimited
Achieved a 9% reduction in early attrition, resulting in a £642,915 cost avoidance.
BDO
Achieved a 3% reduction in reneges, resulting in a cost avoidance of over £35k, and an eNPS of +62.
Cognizant
Achieved a below industry renege rate of 8% and an eNPS of +67.
Alvarez & Marsal
Achieved an 8% reduction in attrition and a 192 day reduction admin, resulting in a cost avoidance of £1.98 million.
New hires who dropout
Between offer acceptance and start date, disconnection, ghosting and reneges are on the rise, driven by AI applications, counter-offers and cold feet. Left to chance, this gap is a real risk. Eli keeps new hires engaged with personalised content and timely connections that reinforce their decision. More people arrive – a considerable cost avoidance – and they arrive ready.
Early attrition
64% of new hires leave a job after a poor onboarding experience. Often it starts during pre-boarding – when people feel forgotten or underwhelmed. Eli Insights™ tracks engagement across every new hire and flags those at risk early, so you can step in before someone decides to leave.
Compliance without connection
A pre-boarding process built around forms, contracts and policies is necessary. It is rarely memorable. Eli balances compliance with engagement – automating the admin, freeing up time and creating positive human moments throughout. New hires who feel welcomed as well as processed are far more likely to stay.
Unprepared managers
Line managers play a hugely important role in a new hire’s early experience – but they’re frequently the least prepared to deliver it. Eli gives managers a dedicated portal with clear information, tasks, timelines and reminders, so they always know what to do and when. Great experiences, every time.
A flat first week
Everything built during pre-boarding can be undone quickly by a disorganised first day. Eli extends into the full onboarding journey, ensuring the momentum, connection and confidence built before day one carries through – and a great start becomes a long and productive career.
Client case studies
Frequently Asked Questions
What is pre-boarding?
Pre-boarding is the period between a new hire accepting their job offer and their first day of work. It covers everything that happens in that window – from the initial welcome and compliance paperwork, through to the content, connections and communications that help new hires feel informed, engaged and ready before they arrive. Research consistently shows that what happens during pre-boarding has a direct impact on reneges, early attrition and new hire performance.
What is the difference between pre-boarding and onboarding?
Pre-boarding covers the period from offer acceptance to day one. Onboarding is the broader experience of joining an organisation – typically spanning the first 90 days or more. The two work best together. A strong pre-boarding experience builds connection and reduces reneges, while great onboarding sets people up to perform and stay. Eli supports both, seamlessly, in one platform.
How long should pre-boarding last?
Pre-boarding lasts from the moment a new hire accepts their offer to their first day. That could be a few days or several months – especially in early careers or seasonal hiring. The length matters less than what you do with the time. Even a short pre-boarding window can make a significant difference if it is well structured and genuinely engaging.
Who is responsible for pre-boarding?
Pre-boarding works best as a shared responsibility. HR typically owns the process, ensuring compliance tasks are completed and the experience is consistent. Talent Acquisition might have a vested interest, and if you're. larger organisation, you may have a dedicated onboarding person too. Line managers, buddies and team members all play a role as well, particularly in building human connections and setting expectations. The best pre-boarding programmes give everyone clarity on their responsibilities – with the right tools, support and reminders to make it easy.
What does good pre-boarding look like?
Good pre-boarding balances compliance with engagement. It completes the necessary admin, but it also helps new hires feel welcomed, informed and excited before they arrive. That means a warm, personal welcome delivered quickly, personalised content relevant to their role and team, clear information about what to expect on day one, and early connections with their manager, buddy or future colleagues. The more human and tailored the experience, the better.
What is the ROI of pre-boarding?
The evidence for pre-boarding is strong. Organisations with structured pre-boarding programmes consistently report lower reneges, lower early attrition and faster time to performance. Eli’s clients regularly report eNPS scores above +60, and reductions in reneges of between 3% and 5% in the first year. 100% of our clients agreed that Eli had reduced admin, dropout and early attrition, as well as improving early performance. A good pre-boarding programme typically pays for itself many times over in reduced recruitment costs alone.
Does pre-boarding apply to all types of hire?
Pre-boarding is relevant for any new hire, but the journey should vary. Graduate and early careers hires typically benefit from longer, more content and connection rich programmes. Volume hires may need a faster, more streamlined experience. International or remote hires have different practical needs. The best pre-boarding programmes adapt to the individual – varying by role, location, hire type and more – while maintaining a consistent quality of experience across the board.
How does technology support pre-boarding?
Pre-boarding technology like Eli gives organisations a structured, scalable way to deliver engaging pre-boarding experiences – without the admin overhead of managing it manually. It automates compliance tasks, delivers personalised content, facilitates connections and tracks engagement in real time. The result is a better experience for new hires, and a more manageable, measurable process for HR teams and managers.
