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For the first six months of a new job

Know which new starters are quietly slipping, in time to keep them.

Accolgo sends each new starter, their line manager and their buddy a private link to a few short questions, by email and, soon, for a line manager or buddy without a work inbox, by WhatsApp. Each answers in about a minute or less, with no login. When a supportive conversation would help, Accolgo tells the line manager. You see every new starter in one place.

Nobody at your organisation reads individual answers from new starters, line managers and buddies, and that includes you. No person reads them: Accolgo's software turns them into a colour, the reasons behind it and a suggested conversation. That is why starters can be honest.

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Your 14 free days start when your first check-in goes out, or after 7 days, whichever comes first.

What a line manager sees

Press a name to switch between four example new starters.

Sofia Ramos

Sales Executive · started 11 Sep 2026

Needs attention

What to do next

The last set of answers from Sofia was low overall, so the suggested next step is an unhurried conversation with Sofia soon.

You could open with

  • How are things going for you at the moment?
  • Is there anything here that is a real change from how you have worked before?
  • What would make the next couple of weeks work better for you?

Fictional people, real product screens.

Before you ask

The questions a head of people asks first.

  • Is it private?

    No person reads any individual answer, from new starters, line managers or buddies, and that includes HR. The check-in has an optional note box, where a starter can write a few words and ask their manager for a chat, and it goes to their manager. A starter can instead ask privately for someone senior, and a safety concern Accolgo picks up goes to HR.

    How privacy works

  • Where does the evidence come from?

    Published research on what makes new starters stay. Our own judgement calls are labelled as such, and the claims we do not make are listed.

    See the sources

  • Will it add to my people's load?

    A starter's check-in takes about a minute, a manager's or buddy's under a minute, with no app and no password. Check-ins start on day 2, then weekly for a month, then every two weeks. Front-line roles get them more often.

    See the rhythm

  • Is it judging my people?

    No. Each starter gets a colour and a suggested next step for their manager, never a mark out of ten or a league table of people.

    See the four markings

  • What does it ask of my managers?

    Line managers own the conversation with each starter. They answer a short check-in and are told when a conversation would help. You keep an eye without micromanaging.

    What a manager sees

  • What does it cost, and is there a trial?

    Yes, 14 days free. After that it is one monthly price, set by how many new starters you expect in a year, and you can cancel any time.

    See plans and the trial clock

Would rather see it first?Watch the example videoTry the demo

Three views, one early signal

One person rarely tells the whole story. Three quietly do.

When the three answers drift apart, or a new starter’s own answers dip, Accolgo tells the line manager early, while there is still a real chance to keep them.

Check-ins arrive by email, and a line manager or buddy without a work inbox will soon be able to get theirs by WhatsApp instead.

Two colleagues in burgundy work tunics at a desk, one leaning in to show the other something on a computer screen.

  • The new starter

    Gets a private link by email and answers a few quick questions on how their start really feels.

  • The line manager

    Gets a private link by email, and soon by WhatsApp without a work inbox, and gives a quick read on how settled the new starter seems. Then signs in to the Accolgo platform to see their team and what to do next.

  • The buddy, if there is one

    Gets a private link by email, and soon by WhatsApp without a work inbox, and says whether the new starter feels part of the team yet. No buddy? It works with the new starter and their line manager alone.

And the head of people

The head of people sees where every new starter stands.

Signs in to see every new starter and where each one stands: a colour, the reasons for it and a suggested next step. Nobody reads individual answers from new starters, line managers and buddies, including the head of people.

What the head of people's page shows for one made-up new starter

Example with made-up people

Sofia RamosNeeds attention

Why this signal

  • Sofia's last answers came in low overall.
  • Sofia answered noticeably lower than at the check-in before.

For the head of people

No follow-up has been logged for Sofia, who is marked as needing attention. A short note to Priya Shah offering help, with a pointer to Sofia's page, is the suggested next step.

What the line manager gets

Not a dashboard of numbers. One clear next step.

When someone needs support, their line manager gets a plain-English prompt and the words to open the conversation with. Each marking describes how the start is going, never the person. There is no score out of ten and no league table.

Settling wellWorth watchingNeeds attentionToo early to tell
One made-up new starter over her first six weeks: a gentle slip, a request for a word, the conversation, and settling in again.

Staff turnover cost

A 100-person organisation can lose about US$94,800 a year when new starters leave in their first six months.

Most of it never appears on a single line in your accounts.

A worked example, not a promise, and not about your organisation specifically.

Where does this come from?

It uses the same sums as our calculator. One early leaver costs about 79% of their salary, made up of these eight costs:

  • Recruitment (advertising, agency or in-house time, interviews)15%
  • Onboarding and admin (contract, IT, kit, first-week setup)5%
  • Training and the time colleagues spend teaching10%
  • Lost productivity while the new person ramps up25%
  • The gap while the seat is empty (cover, overtime, delays)8%
  • Manager time across the whole cycle5%
  • Morale drag and an unhappy leaver complaining to colleagues6%
  • Lost knowledge, rework and errors during the gap5%
  • Total79%

The example takes 15 new starters a year on an average salary of US$40,000, and assumes 3 of them leave within their first six months.

3 early leavers at US$31,600 each (79% of US$40,000) comes to US$94,800 a year.

Try it with your own number of new starters

15

About US$94,800 a year lost when new starters leave early

If 3 of them (one in five) leave in their first six months, on an average salary of US$40,000, at about 79% of salary each.

The figure in the headline is the example for 15 new starters a year. Move the slider to your own number.

Work out your own figure

Start with the people you have just hired.

Add anyone in their first six months, one by one or from a list. There is nothing to install.

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14-day free trial, no card required.

Your 14 free days start when your first check-in goes out, or after 7 days, whichever comes first.

Plans start at US$65 a month. Prices exclude sales tax.

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