Onboarding videos that new hires actually remember
An employee onboarding video maker built for HR teams. Turn screen walkthroughs and orientation talks into a modular library new hires can watch, rewatch, and reference months later — instead of a five-hour Monday they forget by Wednesday.
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Trusted by teams at
“We onboard thirty people a month. Every single one gets a different experience.”
- Monday 9:00am
New hire logs in. Five hours of back-to-back presentations are on the calendar — company history, benefits enrollment, IT security, org chart, expense reporting. They open a notebook with the best intentions. Coffee number two is already on the desk by the time the second deck loads.
- Monday 2:00pm
The benefits walkthrough hits forty minutes in. The presenter is reading from slides between two other meetings. The new hire is taking notes about parking passes and 401k vesting in the same line. By 2pm the cognitive load is past the point where retention is happening.
- Tuesday morning
The Wi-Fi password is remembered. Almost nothing else from yesterday survived overnight. The new hire messages HR to ask for the benefits link, then DMs their manager about the project tool, then asks the office manager where to file an expense.
- Week 3
They submit an expense report wrong because the policy from day one already feels like ancient history. They ask HR about dental coverage for the third time. Their manager spends forty-five minutes re-explaining the project tool because the live demo went too fast and nothing was recorded.
- Month 4
One in five new hires leaves within ninety days, citing onboarding as a contributing reason. This one is among them. The exit interview mentions feeling lost and unsupported. The same five-hour Monday is on the calendar for the next cohort already.
- Quarter close
Each ninety-day departure costs about $4,100 in recruiting plus more in training churn. HR finishes the quarter knowing the onboarding experience is the problem but with no time to redesign it before the next cohort lands on Monday.
of employees say their company does onboarding well. The other 88% start a new job already disengaged — because day-one information overload guarantees most of the orientation has leaked out by Wednesday.
“The Monday cohort gets the polished version. The Thursday hire gets a distracted manager reading slides between Zoom calls.”
From "information overload" to "I can actually find that answer"
New hire sits through five hours of back-to-back presentations on day one. Benefits, IT security, org chart, expense policy — all in one sitting. By 2pm they are glazed over. By Tuesday they remember the Wi-Fi password and not much else. The slides they were sent are still in the inbox, unopened.
Same new hire, same Monday, different format. Instead of a presentation marathon they get a curated library of onboarding videos — company culture in three minutes, benefits walkthrough in five, expense policy in two — each one with smart zooms on the exact field they need to find next week.
Three weeks in they submit the expense report wrong because the day-one walkthrough was a verbal demo nobody recorded. They DM HR for the third time about dental coverage. Their manager spends forty-five minutes re-explaining the project tool. The same questions keep arriving from every cohort.
Three weeks in, they need to submit an expense — they pull up the ninety-second walkthrough and get it right the first time. No Slack message to HR. No manager interruption. The video answered the question because the new hire could rewind to the exact field instead of guessing from memory.
Four months later they leave. The exit interview cites feeling lost and unsupported. HR starts the cycle over with the next cohort. Same slides, same forgetting, same retention number. The orientation deck is being updated by someone who has done this presentation forty times this year already.
Four months later they are still ramped up. The onboarding felt professional, consistent, and supportive from day one. Your HR team created the library once and has used it for every cohort since, updating an individual clip in minutes when a policy or tool changes.
Professional onboarding from what you already explain
Bring a screen walkthrough or just the handbook. ngram turns either one into a modular onboarding library new hires can binge at their own pace — same captions, same brand kit, same smart zooms on every form field.
Start from a screen walkthrough
Walk through the HRIS, benefits portal, or expense tool on screen and hit record. ngram trims dead air, smart-zooms on every form field and button, adds captions, and applies the brand kit. Your best one-take walkthrough becomes the explanation every future cohort hears — without you giving it again on Monday.
Screen Recording to VideoOr start from the employee handbook
Paste the handbook, the policy doc, or the orientation slides. ngram generates a script and storyboard per topic — culture, benefits, tools, compliance — and produces short videos with voiceover and motion graphics. Mix and match modules for different roles, with personalized paths without building each one from scratch.
Docs to VideoA modular onboarding video library
Short clips per topic, branded end to end, and easy to update when policies or tools change.
Already have an orientation deck or a release-notes-style policy doc? Run them through PPT to Video or Release Notes to Video first — the polish step downstream is identical.
What changes when employee onboarding video takes minutes
Information that actually sticks
Top benefitPeople retain about 95% of a message from video versus roughly 10% from reading. When new hires absorb onboarding content the first time, they make fewer mistakes, file fewer IT tickets, and stop asking HR to repeat what was covered on day one. The library does the heavy lifting that the all-day presentation could not.
Companies with structured video-led onboarding see roughly 82% higher new-hire retention than those running ad-hoc slide presentations. Consistency at the start compounds for the whole tenure.
Create once, onboard thousands
Your HR team stops giving the same presentation every Monday. Record the perfect explanation once, use it for ten hires or ten thousand. When a policy changes, swap a single video in minutes instead of rewriting slides and rescheduling sessions.
Self-paced learning new hires prefer
Roughly 73% of employees prefer video over documents for training material. Let new hires consume content on their own speed, pause for notes, and rewatch tricky sections weeks later. Three-minute clips replace the day-one information dump that nobody finished.
Orientation talk → polished onboarding clip in 3 steps
Record the walkthrough or drop the doc
Upload a screen recording of your benefits portal walkthrough, or paste the employee handbook. Rough recording, polished doc, or both — ngram works with whatever HR already has.
Review the AI-edited onboarding clip
ngram trims dead air, smart-zooms on form fields and buttons, generates captions, and applies the brand kit. Scrub the storyboard, tighten any section that drags, and approve before render.
Publish to your LMS or HRIS
Export in the format your HRIS, LMS, or intranet expects. Every new hire watches the same polished orientation. When a policy shifts, re-render the affected clip in minutes — the rest of the library stays exactly as it was.
Built for employee onboarding video, specifically
Who ships onboarding videos in your company?
HR & Internal Comms
Replace the five-hour Monday with a modular video library new hires actually finish. Update individual modules in minutes when policies or tools change instead of rebuilding the orientation deck every quarter.
People Operations
Benefits enrollment walkthroughs, expense policy videos, parental-leave explainers — short, focused clips per topic so new hires can find the answer they need months later instead of pinging your team for it.
Talent Development
Role-specific ramp content for every new function — engineering, sales, customer success — built once and reused across every cohort. Trade the live-bootcamp model for a video library that scales with hiring velocity.
Customer Success
When a new CSM joins, the ramp-up to renewals and QBR cadence usually takes two months. A CS-specific onboarding library — playbook walkthroughs, recorded customer-call examples — collapses that ramp into weeks.
Sales Enablement
Sales onboarding for new reps — product training, pitch walkthroughs, objection handling — in a video library new hires consume at their own pace. Less manager 1:1 time spent on ramp, more on coaching the deals on the board.
Product Managers
When a new PM joins, the org-knowledge ramp is brutal — roadmap context, prior decisions, who owns what. Short PM-specific onboarding videos cut the org-knowledge ramp from weeks to days for every new hire on the product team.
Developer Relations
Engineering onboarding leans heavily on tooling walkthroughs and codebase tours. A devrel-led video library — repo overview, deployment pipeline, on-call runbook — gets new engineers productive without senior-eng time being the bottleneck.
Enterprise HR Teams
Multi-region onboarding programs that need translated captions, brand-controlled visuals, and an auditable record of which new hire completed which module. ngram fits the governance bar enterprise HR has to meet without an annual training-platform invoice.
Explore more use cases
Other ways HR and people teams use ngram to ship internal video without an agency cycle.
You don't need a fresh recording to start the library.
Bring whatever HR already has. Each converter drops you into the same captioned, brand-applied onboarding video pipeline a screen recording would use.
Every tool the onboarding library runs on.
The old way vs. the ngram way
| Live Orientation | Guidde / Synthesia | ngram | |
|---|---|---|---|
| Time to create | Days of prep per cohort | 1-2 hours per module | Under 15 minutes |
| Cost per module | HR salary hours + room booking | $30-60 per user per month | Included in plan |
| Learning curve for HR | None (but inconsistent) | Moderate (scripting required) | None (AI handles editing) |
| Update turnaround | Re-schedule, re-present | Re-script, re-render avatar | Re-record clip, under 5 minutes |
| Visual quality | Depends on presenter | Synthetic avatar feel | Real recordings, professionally polished |
Wire onboarding into the HRIS and LMS stack you already run.
Each integration ships with a working template for onboarding workflows. Trigger a polished onboarding video from a new-hire record, an HRIS event, or an agent — and route the result to whatever LMS, HRIS, or intranet the new hire actually opens.
whenA new orientation recording lands in /onboarding/inbox on Drive
thenPolish it, render 16:9 + 9:16, push the clip into the LMS module and ping the HR Slack channel for review
whenAn HR copilot agent in Claude or ChatGPT is asked to build a role-specific onboarding module
thenCompose the module from the existing handbook plus the brand kit and return the LMS-ready share link with captions and metadata
whenAn HR lead hits 'Make an onboarding clip' on the open benefits-portal walkthrough
thenGet a polished, smart-zoomed MP4 back in a new tab inside fifteen minutes with branded intro and captions applied
whenAn HRIS scenario triggers because a new hire was added to the start-date roster
thenRender the role-specific welcome video and route it into the new hire's day-one onboarding email with a deep link to the LMS module
whenA self-hosted HRIS pipeline ships a policy or tool change
thenAuto-generate the updated onboarding module on your VPC with the brand kit and translated captions applied
whenAn onboarding moment is approved for an external-facing employer-brand version
thenSchedule the 1:1 cut to the company page with the recruiting caption queued for the right window
whenA long-form orientation video is approved for the unlisted onboarding channel
thenUpload to the internal company channel with chapter markers per topic and the closed-caption track attached
“But will it work for my situation?”
Your next new hire deserves better onboarding
Stop losing new hires to information overload and inconsistent orientation. Build an onboarding library that every cohort watches, remembers, and references for months — without rebuilding the deck every quarter.