It's out. Payments process. Documents generate. Emails land. The whole thing works, end to end, for real customers, with real money. That sentence took a lot longer to be true than I expected.
I'm not going to pretend I'm calm about it. I've been building toward this for months, and the feeling of watching a live order come through is genuinely different from watching a test order come through. The product is in the world now. That's not a small thing.
Who This Is For
Sheety Onboarding is for the company where the founder is also the person sending the welcome email. It's for the 12-person team where the manager is doing their own onboarding while also trying to ship a product. It's for the HR director at a growing company who is onboarding six people this quarter and doing it from a Google Doc that was last updated in 2022.
Those are real situations. The people in them know onboarding matters. They've seen what happens when a new hire spends their first two weeks confused and under-supported and starts wondering if they made a mistake taking the job. They just haven't had something worth using to do it properly.
If you're onboarding a whole cohort at once, there's a bulk option for that too. The same logic applies whether it's one hire or twenty: every person walking into a new role deserves a document that was actually designed for them.
What Makes It Different
I'm an instructional designer. That's not a detail. That's the whole thing.
Most onboarding tools approach the problem as a logistics problem: get information to the new hire, track completion, send reminders. That's useful. It's also not what onboarding actually is.
Good onboarding is about psychological safety. It's about giving someone a clear picture of what success looks like before they've had a chance to feel like they're failing. It's about the manager having a framework, not just a checklist.
The documents Sheety Onboarding generates are built on that logic. There's a hire guide that gives the new employee context, clarity, and a sense of what the first 30 days are supposed to feel like. And there's a manager guide that gives the person responsible for that new hire a structured approach: the first conversations, the first check-ins, the early signals that something might need attention.
That's the result of years of working in learning and development, applied to the thing I kept seeing done badly.
You Fill Out a Form. Documents Land in Your Inbox.
You pick a tier based on how much detail you want in the documents. You fill in the specifics: the new hire's name and role, your company's tone, the tools they'll be using, the challenges you're anticipating. You check out. Within minutes, a personalized PDF lands in the manager's inbox.
No account. No subscription. No setup. No software to learn. You order when you need it and you're done.
What I Hope This Becomes
I hope it becomes the thing that makes someone's first week at a new company feel like it was designed for them. I hope a new hire somewhere opens a document that came through this tool and feels, for the first time in a new job, like someone actually thought about what they were walking into.
That's the whole ambition. The rest is just making sure the product keeps working.
If you're onboarding someone soon, or if you know you will be: give it a try. It's genuinely good. I made sure of that before I let it out.