Improved Onboarding → 90-Day Retention 84% → 94%: People Ops
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Two AI nouns gone ('engagement programs', 'new hire success'). Replaced with the program length, the specific mechanics (buddy-pair, milestone checks), and the only retention metric People Ops gets paid on (90-day).
Redesigned the 4-week onboarding (buddy-pair + 30/60/90 milestone checks), lifting 90-day new-hire retention from 84% to 94% across 180 hires.
What changed and why
- 90-day, 6-month, 12-month retention — pick the milestone your program touched. Generic 'retention' is too vague.
- Name the program mechanics (buddy-pair, milestone checks, pre-boarding email) — proves you owned the design, not just the rollout.
- Hire-count denominator (180) makes the % delta defensible — same delta on 12 hires is statistically meaningless.
- Banned 2026 HR phrases: engagement programs, employee experience, holistic, comprehensive, supportive culture.
Recruiter perspective
“90-day retention 84%→94% on 180 hires is a real result. Named the program — that's a senior People Ops profile.”
Related rewrites
Fostered Diversity → Lifted Offer-Accept 16pts: HR Bullets That Land
HR bullets often default to soft language. The rewrite keeps the human focus but adds the two facts only this candidate can defend: team count and offer-accept delta over a specific window.
Filled Roles → 24-Day Time-to-Hire: Talent Acquisition Bullets
Recruiter resumes are screened on three metrics: TTH, offer-accept, and source-mix. The rewrite quotes all three plus the role family (engineering) — generic AI never specifies which function the hires were in.
Launched Features → 64% WAU Adoption: PM Launch Bullets
Two PM AI clichés removed ('drive adoption', 'improve experience metrics'). Replaced with the feature name (scheduled-send), the cohort metric (% WAU), the time-to-adoption, and one downstream usage metric only the owner could pull.