How it works

Four phases. Four rules. One companion.

Day 81 encodes the executive integration practice that senior leaders pay coaches for, then runs it for every new hire from Day 1 to Day 90. The shape of the arc is the same every time. The conversation is not.

Days 1–7

Orientation

Finding their feet, learning who is who, basic logistics.

Days 8–30

Calibration

Understanding role expectations, building first relationships.

Days 31–60

Contribution

Shipping their first work, finding their voice.

Days 61–90

Trajectory

Looking forward, setting goals, feeling ownership.

The four phases, in depth

Each phase has a specific intent and a specific shape. The methodology is what changes between them.

Days 1–7

Orientation

Finding their feet, learning who is who, basic logistics. Psychological safety is the goal of the week, not output.

Day 0 evening: a single welcome DM from Wick that sets expectations and asks for nothing.
Day 1, 9am: the three things to actually do this week (payroll, direct deposit, security training), and the things they will hear about but do not need to do yet.
Day 2: the new hire asks about the difference between two health plans. Wick answers from the company’s benefits PDF, with a confidence chip and the page number.
Days 3–7: ad-hoc questions about PTO, brand guidelines, expenses. Each answer is grounded in a source or routes to a specific human.

Days 8–30

Calibration

Understanding role expectations, building first relationships, finding the right people to meet.

Day 14: Wick surfaces a "people you should meet" list — three names, one-line whys.
The new hire clicks "Schedule it." Wick finds time on both calendars, drafts an invite, posts for confirmation. The new hire hits send.
Day 22, late at night: the new hire writes "I feel like I am slow at everything." Wick does not suggest. She witnesses, then surfaces a single message a past graduate gave permission to share.
Day 30: a brief pulse — one numeric, one open text. The result lands in the manager brief as a theme, never a transcript.

Days 31–60

Contribution

Shipping their first work, finding their voice. Wick steps back and lets the work happen.

Cadence drops automatically. Wick only speaks when asked, or when an observable threshold is crossed.
Day 45: the manager brief notes a quiet pattern — the new hire has not been added to the cross-functional standup. One specific suggestion goes to the manager, not the new hire.
Through the phase: documents the new hire reads, people they meet, and projects they are part of accumulate as observable signals — never inferred ones.

Days 61–90

Trajectory

Looking forward, setting goals, feeling ownership. Wick prepares to step away.

Day 60: a gentle observation if the new hire has not taken any time off. One DM, one suggestion, no follow-up.
Day 90: a one-page personalized takeaway — people met, projects shipped, themes from the manager briefs. Theirs to keep.
Optional consent: anything the new hire wrote to themselves privately that they want a future new hire to see anonymously goes into the ghost bank.
Cadence reduces to monthly check-ins, or goes silent entirely if the new hire prefers.

A grounded answer

The benefits-enrollment exchange below is the on-page proof. Specific where it can be. Honest about what it cannot answer. Cited.

Direct message

Tanya

9:42 AM

What is the difference between the PPO and the HDHP?

Wick

9:42 AM

Your two options are the PPO and the HDHP with HSA. The PPO has a $500 deductible and 20% coinsurance, with a wider network and no referrals needed. The HDHP has a $2,500 deductible but the company contributes $1,500 to your HSA, and your premiums are about $80 less per month. Coverage starts on your first day either way. Enrollment closes 30 days from your start date — you have until December 14. The full plan documents have all the details. Want me to send those, or do you have a specific question I can try to answer from them?

High confidence — 2026 Benefits Guide, p. 47

The four discipline rules

Carved into the agent’s system prompt. Tested. Non-negotiable. Each one is a decision Wick makes in real time — the opposite of a typical AI tool that ships with a “more is better” loop.

Honest about capability

Wick acts on observable data only. When she does not know something, she says so. She never guesses. When two sources disagree, she surfaces both with citations and asks the new hire which to trust.

How we keep it

A confidence chip appears on every Q&A response. The chip exposes the source on hover.

Privacy-protective

New hire content stays with the new hire. Managers see patterns, never transcripts. The People team sees aggregated themes at the cohort level, with a minimum of five respondents before any open-text theme surfaces.

How we keep it

No code path lets a manager view a new hire’s message content. Verified in tests. Subsidiarity is enforced in the schema, not the UI.

Bias-protective

No demographic-aware recommendations. No communication-style assessments. The methodology applies uniformly. Wick does not read names, photos, or locations to alter behavior.

How we keep it

Bias-introducing inference is an explicit anti-pattern in the codebase. Pull requests that read demographic signals to change agent behavior fail review.

Disciplined cadence

Maximum two unsolicited messages per day. No weekend, holiday, or PTO messages. Reduces frequency on disengagement, never escalates. The cadence cap is a brand promise, not a setting.

How we keep it

Rate limits live in the worker. Off-hours messages are blocked at send time. The discipline is testable.

See it for yourself

Live demo of how Wick empowers managers and new hires, and impactfully increases retention.

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