Spoiler: everyone's happy

Human Resources WERE TAKEN OVER by smart machines

What happens when everyone is ready to INNOVATE?

Your typical first day at work is a huge dump of disjointed info. Result: newcomers get overwhelmed with all the documentation, and decide to go with the flow — learn through experience. This approach sounds appealing to many, but what we see is a lot of time spent on learning, forgetting, and re-learning.

Put all of that into a package of a messenger bot and call it a day. That's what we did with Optic.

The team goes through a period of extensive growth

A substantial amount of employees work from home

Proper onboarding requires a long learning curve

Some employees require relocation

The company is new, so most of the processes are a work in progress

is a successful international startup working with Web3 and NFT founded by Andrey Doronichev

A young successful startup is always a bit of a mess — millions of things have to be done simultaneously and fast:

Optic asked Boto if we could automate their onboarding process to make it easier.

That's how we created Neufert. This smart and interactive chatbot guides newcomers, freeing up HR & management teams to focus on tasks that require human interaction.

PERSONALITY AND ORDER COME TOGETHER

Looking for the things that should be put into the bot, we focused on patterns.

Find the patterns and automate.

Repetitive tasks can be automated. So…

There are two major streams of work that come toe to toe in the script for onboarding. We need to remain personal and fun but at the same time, keep everything useful and approachable

PERSONALITY

Neither we nor OPTIC wanted a neutral purely informational bot.

If we are coding a friend for the newbies, it needs to be friendly.

ORDER

We developed the blueprint for a perfect onboarding months before we started to work on Neufert.

Optic had its own onboarding plan (quite a banger, BTW).

The extra level of care came with constant pulse surveys — Neufert likes to ask about employees' well-being. Of course, this info immediately arrives at the HR manager, who can decide if personal involvement is required.

Just contact us, and we will tell you everything

Too lazy to read this awesome case till the end?

BREAK ROUTINE
FOR EXTRA ENGAGEMENT

The rule we developed for this sounds like this:

YOU DON'T NEED TO CONSTANTLY GAMIFY, BUT IF YOU CAN GAMIFY, WHY NOT GAMIFY?

Please, write it down. With Optic we looked critically at all the steps developed before and decided to pick the most important parts and put some extra emphasis on them.

PEOPLE + ROBOTS = FRIENDS FOREVER

Don't tell Optic newbies that their bot was chatting not just with them. The HR & management team receive weekly updates and casual tasks from the bot — from scheduling the next 1-2-1 to assigning a work buddy.

The scripted nature of the bot keeps everyone on their toes (in a good way), you can't just say "Oh no, not this time, Mr. Bot". Well, you can, but the desire to keep the script running properly nudges the whole team in the right direction.

This guided approach works best for the whole team as it implements the award-winning nudge theory, which is basically "ask the person to do something at the most relevant spot for doing so". But you can read more in the cards that we provided for the OPTIC team.

We basically teach not just the newbies but the oldies too — how to better manage, and how to collect feedback — so the working environment improves from both sides.

TOP 3 BENEFITS