Onboarding on your real materials not generic decks.
Docs, codebase guides, processes, turned into an interactive course with a learning buddy new hires can ask anything, at any hour, without feeling judged. They find their footing fast, and your seniors get their time back.
Book a demoRead: time-to-productivityNew hires are afraid to ask. Everyone pays for it.
The first weeks are stressful: a new person gets the docs, the channels, and silence. Nobody wants to look unprepared, so questions go unasked, gaps get papered over with guesses, and a quiet knowledge debt starts compounding.
“Dumb question” Never gets asked New hires would rather guess than look green in front of the team. The gap grows silently until it surfaces in production. On their own The first-weeks feeling Docs, channels, and silence. Feeling left alone turns week-one nerves into months of hesitant, slow ramp-up. Ask the expert The only lifeline When a question finally gets asked, it interrupts your most senior people. Cohort after cohort, the same answers again. The fix A learning buddy that knows your materials and never judges. New hires ask it everything, the twentieth time as patiently as the first, and find their footing from day one. Your experts only get the questions that genuinely need them.One company. Many starting points.
People arrive with wildly different knowledge. A single onboarding deck bores the senior and drowns the intern. Build level-appropriate variants from the same sources today, and dynamic per-person adaptation is where the platform is headed.
Intern Junior Mid Senior Fundamentals first, full depth Architecture and edge cases, basics compressed Today Generate level-appropriate variants of the onboarding course from the same source materials. Roadmap Dynamic personalization: the course adapts to each person's experience and knowledge automatically: seniors skip what they know, interns get the fundamentals expanded. Prioritized for enterprise pilots.Every new hire gets a learning buddy that walksthemthroughit.
Instead of handing someone a 60-page runbook, Uncoursed sits a learning buddy next to them. It explains your process out loud, stops to check they actually got it, and answers their questions, grounded only in your material. It remembers where each person got stuck, so the next session starts there.
Incident Runbook · §2When the primary database fails
- 1 Promote a healthy replica to primary
- 2 Point the application at the new primary
- 3 Only then update DNS
- 4 Rebuild the old primary as a replica
When the primary fails, you promote a healthy replica first, before anyone touches DNS.
It asks youSo: what’s the very first thing you do when the primary goes down?
Answer or ask anything… ‹ Back Wait ↻ RepeatExercises that make you recall
Not four-option quizzes. You fill gaps, match pairs, put steps in order and answer in your own words, because pulling it out of memory is what makes it stay.
Every idea gets apictureyoucantouch.
Each chapter is built with visualizations made for its ideas: simulations you drive, 3D models you turn, drawn animations, pictures you explore part by part, blocks you compare side by side. These are real ones the platform generated. Try them.
It comes back right before you forget
Every card returns on a spaced schedule. Recall it and the gap grows; struggle and it comes back sooner. The same question, a stronger memory each time.
See every ramp, without asking.
Progress, time spent, and test results per new hire, recorded out of the box. You know who is ramping well and who is stuck, the person and the chapter, before the 1:1.
01 Per-person progress Where each new hire is on the path, from day one. 02 Time and results Time spent and test outcomes per chapter, in one dashboard. 03 Always current Stack changed? Update the source, regenerate the sections, and every next cohort learns today's company. Onboarding cohort · September Live| New hire | Progress | Time | Last test |
|---|---|---|---|
| T. Adamski | 75% | 6h 10m | 94% |
| K. Wiśniewska | 40% | 9h 45m | 81% |
| P. Krawczyk | 30% | 11h 20m | 76% |
| L. Kamiński | 15% | 3h 05m | not yet |
A new format that respectsthescience.
Every part of a chapter is there because a line of research says it helps you remember. Here are the four we lean on, and where each one lives in the product.
56% / 42%Testing beats re-reading
A week after studying, students who tested themselves recalled about 56% of a text. Those who re-read it recalled about 42%.
Roediger & Karpicke, 2006 Exercises and chapter tests 317Spacing beats cramming
Across 317 experiments, the same study time spread over sessions gave better long-term recall than one long session.
Cepeda et al., 2006 Flashcards on a schedule 2σOne-on-one changes the curve
Students taught one-to-one scored about two standard deviations above students taught in a regular class.
Bloom, 1984 The learning buddy 11 / 11Words with pictures
In 11 of 11 experiments, people learned more from words and a picture of the idea together than from words alone.
Mayer, Multimedia Learning, 2009 Visualizations in the reading Personalized demoSend us your onboarding doc. We’ll build the course before the call.
Share one internal guide. We’ll turn it into a real onboarding course and walk you through your own content.
Book a demoRead: time-to-productivityFrequently asked questions
What materials do new hires learn from?
Your real ones: internal docs, codebase guides, architecture notes, runbooks, process guides. Uncoursed turns them into an interactive onboarding course, so new hires learn how things actually work at your company, not generic content.
How does this save our senior people time?
New hires ask the learning buddy first. It has read the onboarding material end-to-end, answers in context, and checks them on their weak spots. Your experts get pulled in only for questions that genuinely need them, not the same ten answers every cohort.
Does the same course work for an intern and a senior hire?
Today you can build variants per level from the same sources. Dynamic personalization (material that adapts automatically to each person’s experience and knowledge) is on our roadmap and prioritized for enterprise pilots.
Can we see where each new hire is?
Yes. Progress, time spent, and test results per person are recorded out of the box, in one dashboard. You know who is ramping well and who is stuck, without asking around.
What happens when our stack or processes change?
Update the source material and regenerate the affected sections. Onboarding stays current instead of rotting: every cohort learns the version that matches today’s company.