02Lifecycle moduleNew
The first ninety days, and the last one.
Onboarding follow-ups at day 7, 30 and 90, and an exit interview when someone leaves. Triggered by hire and termination dates, sent automatically, read at the group level.
Two programs, triggered by dates you already keep.
Onboarding listens while someone is still deciding whether they made the right choice. Exit listens when they have decided. Both run from the employee list, with no survey to schedule.
Built for moments, not cycles.
An engagement survey asks everyone the same week. A lifecycle survey asks one person at the right moment. That needs different machinery.
Automatic by date
Hire date in. Invites out.
Lifecycle programs never close. Every morning Culture Vibe checks who reached day 7, 30 or 90, or whose last day was yesterday, and sends them a private link. One reminder after three days. Nothing for HR to remember.
- Runs from the hire and termination dates you already keep
- One reminder, never more
- Late additions are picked up for a week
Onboarding follow-ups
Catch a bad start before it becomes a resignation.
Three follow-ups in the first ninety days, each scored across seven drivers. Every stage ends with one open question, so the things people will not say in a hallway have a place: a manager who never showed up, a tool nobody explained, behaviour that should never happen at work.
- Day 7, 30 and 90 presets, offsets you can edit
- Seven drivers from first impressions to intent to stay
- Journey view per milestone, with the drivers behind each score
Cohorts
See which hiring month went wrong.
Scores and completion by hire month and milestone. When the March cohort scores twenty points under February at day 30, you know which onboarding to look at, and when it broke.
- Score and completion grids
- Health legend at 80% and 70%
- Cells hidden until the cohort passes the anonymity floor
Exit interviews
Ask why on the way out.
Sent on the termination date or a few days after. Eight closed questions on the same categories as your engagement survey, so the answers line up with the data you already have, and two open ones: why they left, and what could have kept them.
- Same categories as engagement, so exit data has context
- Two open questions, read by an admin only
- Sent from the termination date, on your schedule
Response modes
Anonymous, confidential, or attributed. Your call.
Some programs need the group picture. Some need HR to be able to follow up on one answer. Pick the mode at launch, employees see it on every survey, and it cannot change afterwards.
- Anonymous: no name, group results only
- Confidential: HR can follow up, managers see groups
- Attributed: a name on every answer, for one-to-one follow-ups
Set up once. It runs every morning.
- 1
Pick the program
Onboarding or exit. English or Arabic. Choose the response mode and the anonymity floor. The mode is shown to every respondent and locked from here.
- 2
Set the stages
Take the day 7, 30 and 90 presets or edit the offsets. Pick drivers, swap questions from the bank, add your own. A live preview shows who gets what starting today.
- 3
Let it run
Invites and reminders go out every morning. Pause it for a hiring freeze, resume it after, archive it when the program changes. Results build up as cohorts move through.
Lifecycle, answered.
How the module triggers, protects and reports. Ask us about the right response mode for your first onboarding program.
Book a demoTwo survey programs tied to dates in your employee list. Onboarding sends follow-ups at day 7, 30 and 90 after the hire date. Exit sends an interview on or after the termination date. Both run on their own once launched.