Cloud Launch

New Hire Orientation Program

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A global onboarding ecosystem designed to accelerate time-to-productivity and create a consistent, human-centered first experience at scale.

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Cloud Launch reimagined new hire onboarding as a connected learning journey—aligning people, culture, systems, and expectations from day one.

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Context

Audience
Global new hires joining a rapidly scaling, acquisition-driven organization.

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Business Need
The company was onboarding employees across regions, roles, and acquired entities, but the experience was fragmented, time-intensive, and inconsistent. New hires received large volumes of information without clear context, connection, or prioritization—slowing time-to-productivity and creating confusion early in the employee lifecycle.

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Problem

• Onboarding content was long, dense, and difficult to navigate

• Experiences varied widely by region and acquisition

• Completion rates were inconsistent

• HR and People teams spent significant time coordinating and re-explaining onboarding content

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Design challenge: Create a scalable onboarding experience that reduced time burden while improving clarity, connection, and completion.

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Solution

Cloud Launch was designed as a workflow-based onboarding ecosystem, not a single orientation event.

The program focused on:

• Clear sequencing of what new hires needed to know—and when

• A blended experience combining self-paced learning, video, and live touchpoints

• Consistent messaging across regions while allowing flexibility for local context

The result was a structured, welcoming, and efficient onboarding journey that met new hires where they were.

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My Role

I owned Cloud Launch end-to-end, including:

• Onboarding strategy and experience architecture

• Instructional design and content restructuring

• Video production and learning experience design

• Workflow mapping and automation

• Stakeholder partnership across HR, IT, and leadership

• Launch, iteration, and ongoing optimization

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Instructional Design Approach

Cloud Launch was designed using a human-centered, performance-focused instructional design approach.

Key design principles included:

• Business-first analysis (onboarding time and clarity were the primary drivers)

• Modular content architecture to reduce cognitive overload

• Narrative and visual design to support engagement and retention

• Blended modalities to support global scale and flexibility

• Continuous iteration informed by completion data and feedback

 

Design question guiding decisions:

 

“What does a new hire need to understand, feel, and be able to do at this stage? How can we explain what's in it for them as new employees?”​

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Learning Experience Structure

The onboarding experience was structured as a guided journey, including:

• Short, sequenced learning modules aligned to the new hire timeline

• Video-based storytelling to introduce culture, leadership, and context

• Clear calls-to-action to reduce confusion and increase completion

• Just-in-time access to resources without overwhelming learners

This structure significantly reduced onboarding time while improving clarity and engagement.

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