Gamfi for HR · Module
Preboarding that keeps new hires engaged between the contract and day one
With the Gamfi platform, the new hire is with you from the day they sign the contract. Paperwork, the welcome and getting to know the team are done before they start, and you can see who is ready for day one and who has gone quiet.
Based on our survey of a representative group of 1090 Poles (2025): 8% of retail and services employees admit they have at some point failed to show up for a new job or resigned without notice. In logistics, 14% say the same, and in hospitality, 19%. See where these numbers come from.
They improve their results with us
How it works
The period between signing and starting stops being silence.
- 1
The path starts before day one
You set how many days before the start – or launch the whole group with a single action. The new hire gets access and a welcome.
- 2
Paperwork goes online
They fill in details, declarations and starting documents at their own pace from home, from a phone.
- 3
They get to know the company and the team
Who is who, what the first week looks like, where to go and at what time – before they arrive.
- 4
You see who is ready and who has gone quiet
No activity before the start is a signal you can act on with a phone call – while there is still someone to keep.
More, because it is one system
Everyone sends a welcome email. Preboarding in one system with onboarding and documentation gives you three answers an email cannot.
You see the silence before the start while there is still someone to keep
Who has not opened the welcome or touched the paperwork shows up on the dashboard days before the start. A phone call on Thursday costs less than an empty role on Monday.
Preboarding and onboarding are one path
On day one the process simply carries on. The new hire does not start from scratch in a second tool, and their data and documents stay where they entered them.
The same engine runs returns to work and role changes
You set up a return after a long absence and joining a new team after a promotion the same way as a new hire's start – without building a separate process.
that is how far before the start the manager's and buddy's paths kick off at Grupa Atalian
30 days
There, preboarding and onboarding are one process that lasts 4 months.
Case study: Grupa Atalian →Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
What you get in Gamfi
Everything that closes the gap between signing the contract and day one.
Contact from the moment of signing
- Access from the day of signinga link by SMS or a private email address
- Access without a company email or installing an appa phone browser is enough
- A welcome from the manager and the teamwho is who, and who to message on day one
- Content delivered piece by pieceshort videos, stories and questions instead of one two-page message
- A day-one plan visible to the employeestart time, address, the person who greets them
- Separate paths per role and locationa driver gets something different from a head-office analyst
Paperwork before the start
- Personal data and consent formsfilled in calmly from home, not at a desk on day one
- Starting documents generated from a templateform data flows into the document automatically
- Electronic signature for starting documentswe set it up during rollout, matched to your list of documents
- Bulk assignment of forms by role and locationthe whole September group gets their set with a single action
- Reminders about what is missing, by email and SMSthey keep coming back on their own while something is missing
- Steps required before starting workinitial medical checks and health-and-safety training as path tasks, with a recorded date
The team that welcomes them
- A buddy assigned before the startwith their own tasks, not just a name on a list
- Tasks for the manager before day onepreparing the team, setting up the first week
- Introducing the team before the startfaces and roles instead of a first round of names over coffee
- A 1:1 meeting set up before day onethe meeting lands in Google or Microsoft Calendar
- A checklist for setting up the workstation and accesstasks and reminders for IT on your side
Who is ready and who has gone quiet
- A day-one readiness dashboardready, missing documents, no activity – in one view
- A view of the whole group starting at the same timenot one person, but everyone starting in stores or in the warehouse
- A signal for who has not opened the materialsilence before the start stops being invisible
- SMS for when email does not worka channel that actually reaches someone without a desk
- A history of contact before the startwhat you sent, what they opened, what they have not done
Handover into day one
- The path carries on into day oneit is the same process, not a second tool
- Data and documents stay on the employee's recordnobody has to re-enter them
- The same engine for returns and promotionsin requirement matrices: reboarding and crossboarding
- Points for steps before the startgo into the wallet shared with the rest of the company's programmes
Rollout and data
- Manual, bulk or date-based startthe path starts itself X days before day one
- People import from a filewith an error report for every row
- API and webhooks for data exchangeyour ATS and HR system stay where they are
- Organisational structure: company, branch, locationyou point a path at a branch of the structure, not at a list of names
Common questions
Open the one that applies to you.
Can someone before they are employed get into the system if they do not have a company account yet?
Yes, and that is the whole point of this module. The new hire logs in with a link by SMS or to a private email address, through a browser on their phone. The company account, equipment and access can be set up later – contact starts on the day the contract is signed.
Does preboarding require integration with our recruitment system?
No. You launch the path manually, for a whole group at once, or automatically based on the start date, and you upload people from a file. We exchange data with your recruitment system through the API if you want it – but launching the module does not need it.
Can we sign pre-start documents electronically?
We set up an electronic signature as part of rollout, matched to your list of documents. A simple signature is enough for declarations and consents. An employment contract requires written form, which in electronic form only a qualified signature satisfies – in that case we point you to a provider of that signature before you sign the contract with us.
On what legal basis do you contact someone who has not started work yet?
On the basis of the contract that person has already signed with you – you are the data controller, and we process the data on your behalf. Their phone number and private address come from what they provided during hiring. If they do not take up the job, you delete their data the same way as in any other HR system – you set the retention rules yourselves.
What do we do when someone does not respond and does not complete the paperwork?
Reminders go out on their own, by email and SMS. If nothing happens despite them, that person shows up on the readiness dashboard as "no activity" – and that is the moment for a call from the manager, days before the start instead of Monday morning.
Will preboarding work for someone who does not speak Polish?
The interface is in Polish and English, and we add another language for your team's needs during rollout. You write the welcome, paperwork and practical information in the language the new hire speaks – it is your content, so you can have several versions of the same path side by side.
Does the same thing work for returns to work and role changes?
Yes. The same engine runs a new hire's start, a return after a long absence, and starting a new role after a promotion. The paths differ in content, not in tooling.
What determines the price?
Price depends on a few factors: the number of participants, the scope of modules and the scale of rollout. We are happy to go through the details on a call and in further contact.
For your IT team
The shortest version of the answer for security and integration teams.
- ISO/IEC 27001:2022 – the certificate scope covers onboarding processes and employee experience
- Access for someone before employment through a one-time link, with no account in the company domain
- We set up data exchange with your systems during rollout; at the start, a file import
- An immutable event log, role-based access control, data hosted in the EU