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The danger zone: what happens after the offer?

Here’s what typically happens:

• Candidate signs.
• You send a contract, maybe a checklist.
• A couple of weeks pass… silence.
• You follow up a few days before start date with a “looking forward to seeing you!”

That’s a huge missed opportunity.

This is the moment candidates are at their most curious.
They want to feel confident they made the right choice.
They’re still being approached by other companies.
And they’re talking to people in their network — your potential future candidates.

Silence = risk.

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What we did at Currencycloud

When I was at Currencycloud, we knew we had to improve this part of the journey. Candidates were regularly being chased for documents, the people experience team were buried in admin, and we didn’t have a consistent way to keep the momentum going.

So we rolled out a platform called Enboarder — and it changed everything.

Instead of blasting candidates with a huge starter pack of attachments and policies, we broke the journey down into small, manageable steps:

• One email might just ask for bank details
• A few days later, we’d send an intro video from their new team
• Then a checklist for hardware preferences
• Then a short “what to expect on your first day” message
• Plus reminders for managers to reach out and say hi

It created regular checkpoints and kept the candidate warm — not overwhelmed.

The result?
Zero dropouts in the entire year we used it.
Not one signed offer fell through.

And bonus: candidates regularly told us they’d never felt more supported joining a company.

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How to build your own lightweight version

You don’t need a tool like Enboarder to do this well (although it is great!). You just need to think about the journey the same way you do your marketing funnel: nurture, build confidence, reduce friction.

Here’s what works:

• Keep it human
  Real names. Real faces. Clear, warm tone. It goes a long way.
• Welcome immediately, not eventually
  As soon as the contract is signed, send a simple message:
  “We’re so excited you’re joining — here’s what happens next.”

• Space out your asks
  Don’t send 10 forms at once. Give people room to breathe.
  Prioritise what you actually need early.

• Give them a peek inside the culture
  Share a video from the team. A link to your Slack emoji wall. An invite to your Friday all-hands.

• Involve their manager early
  A 30-second voice note from their future manager can be more powerful than any welcome pack.

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Final thought

Candidates don’t stop being candidates when they sign the offer.
They stop being candidates when they start. And even then — they’re still deciding how they feel about your company.

If you want to improve retention, reduce last-minute ghosting, and create a smoother onboarding experience, start by owning the time between offer and Day One.

That’s where the magic (or the panic) happens.

Want to build a better preboarding experience for your hires?

Let’s talk about what’s possible — even without fancy tools.

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Let’s talk about how we can reduce your time to hire and increase your offer acceptance rates – while delivering a candidate experience that sets you apart.