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Fully managed delivery
We handle content, scheduling, facilitation, and reporting end-to-end. Your team stays in control without carrying the delivery burden.
For intern, graduate, and early-career programs
Onboarding that makes new hires truly job-ready
Role-specific simulations that put new hires through the real work, under real pressure, with no extra burden on your team
- Faster time to productivity
- Stronger first impression
- Fully managed delivery
Finsimco SIMULATIONS ARE LIVE, FACILITATED LEARNING EXERCISES WHERE PARTICIPANTS STEP INTO REALISTIC ROLES - real tasks, real decisions, real pressure.
They LEARN what good performance looks like and how to deliver it.
We run the entire program end-to-end, with no delivery burden on your managers or L&D team.
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Run the best onboarding program
- Lower attrition
- Faster time-to-competency
- Higher engagement scores
A learning cycle built around doing
Each program follows a simple cycle: learn, practise, debrief, repeat. Complexity increases with each cycle, bringing them closer to real work through role-specific instructions, realistic practice, and feedback based on their inputs - see science behind this.
Step 1
Learn
Job-specific instruction to explain the purpose behind the task.
Step 2
Practice
Work through realistic situations, tasks, decisions, and trade-offs.
Step 3
Debrief
Get clear feedback on what “good” looks like and how to improve.
Step 4
New Cycle
Add complexity and introduce new topics to build real job capability.
Who is this for
1
Who are you onboarding?
Interns & spring-week cohorts
Graduates & new analysts
Senior hires joining teams
Finance & analysis roles
Each cohort maps to the format that best fits its goals and timeline
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Available formats
| Format | What it involves | Duration |
|---|---|---|
| Kickoff Simulation | Cohort bonding + baseline skills Short, high-energy simulation that builds baseline job skills - sets the tone for everything that follows. | 1-4 days |
| Full Onboarding Program | Foundation -> simulation -> debrief cycles Multi-week program with several cycles - complexity rises each round, bringing new hires progressively closer to real job performance. | 2-6 weeks |
| Self-Run Modules | Scalable scenario modules Self-paced, scenario-based modules built to roll out consistently across distributed global cohorts. | Flexible |
How It Works
Step 1
Book a demo
We discuss your onboarding or training goals, the roles you support, and the challenges you want to solve. You’ll leave with a clear view of how simulations work.
Step 2
We build the program
We build an onboarding program based on your needs. This can be simulation-only or a blended program combining technical sessions with applied simulations.
Step 3
We run it
Our team delivers the program end-to-end: facilitation, simulations, feedback, and coordination. Your team stays in control without carrying the delivery burden.
Want to experience a simulation the way participants do?
For teams running larger onboarding programs, we offer a free 2-hour live simulation session for up to 8 participants.
Your team will experience a simulation the way participants do.
It is the fastest way to see:
- how engaging the experience is
- how you can integrate simulations how you can integrate simulations how you can integrate simulations how you can integrate simulations
- whether this is the right fit for your program
We’ll discuss logistics with you on a short call beforehand. Our team fully facilitates the session - with no admin or delivery burden on your side.
What happens in a simulation
Participants step into a defined role with clear objectives and context.
As scenarios evolve, new information and shifting priorities require participants to reassess and adapt their approach. The simulation responds to their decisions, creating a personalized learning experience where individuals build capability through action, feedback, and reflection.
Results our clients see
40% FASTER
time-to-productivity
2X FASTER
new hire ramp-up
30-DAY
readiness, not 3 months
The results above come from programs we have built and run.
Better outcomes for your team and your new hires
For you
What your team gets
02
Faster time to productivity
New hires who have practiced the real work before they start contribute sooner with less hand-holding and faster output.
03
Performance visibility
You receive data on how each new hire is performing: who is ready, who needs support, and where the gaps are.
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Consistent quality at any scale
Whether you are onboarding 20 people or 200, every cohort gets the same structured experience.
For them
What new hires get
01
Practice before they go live
New hires work through real scenarios during onboarding, before they are doing the job independently. They arrive in the role having already done the work, not just read about it.
02
Feedback that shows what good looks like
Structured debriefs after each simulation give new hires a clear picture of where they stand and what they need to develop.
03
A genuine test of their capability
The simulations are high pressure and realistic. New hires leave knowing they have been tested on something real, not just sat through an orientation.
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Improved retention
A strong onboarding experience means new hires feel prepared and supported from day one, which directly affects how long they stay.
No program overhaul needed - start by adding a single simulation to your existing process
Easily expand across roles or stages as you see results
60 sec
Getting started is easy
- Discover simulations for your program
- Ways to implement them
- Run your program
Why our approach outperforms traditional campus recruiting
| Finsimco | Most onboarding programs | |
|---|---|---|
| New hire engagement | 500+ university network: established relationships with campuses to reach 100s of students per university. | Limited reach: your team can only visit a few campuses, potentially missing talent elsewhere. |
| Content relevance | Branded simulation: students experience your work through a branded simulation, which builds early trust and intent. | Ad-hoc presence: sporadic career fair visits with inconsistent branding, often failing to make a lasting impression. |
| Time to productivity | Concurrent simulation events: we run large-scale screening handled by our team to source candidates for internship and graduate programs. | Time-intensive: organizing campus visits and interviews takes your team away from other work; difficult to scale beyond a couple of schools. |
| Burden on your team | Job-real signals: high-intensity simulations reveal who can perform under pressure. | Mixed quality: high volume of applicants and resumes for your team to sort through, increasing the risk of overlooking the best candidates. |
| Performance visibility | Highly engaging experience: competitive simulations create buzz, keep students involved, and drive stronger follow-through after events. | Limited: little follow-up beyond the career fair, so students may lose interest or accept other offers. |
| Knowledge retention | Measurable results: detailed reports on campus hiring outcomes, participation rates, candidate performance, diversity metrics, etc., to inform your HR strategy. | Limited insight: hard to gauge success beyond counting hires; no clear data on which campus efforts worked best. |
FAQs
No. Most teams keep their existing onboarding content and use simulations to cover the missing piece: practice and feedback in real job scenarios. If you want a fully outsourced program, we can build and run the whole thing end-to-end.
Yes. We can own the full program: curriculum design, content, scheduling, facilitation, simulations, and reporting. If there are areas outside our expertise, we manage the providers and integrate everything so the program runs as one cohesive experience.
Either. You can run it asynchronously, as a live facilitated session, or as a hybrid: self-run practice with a live cohort debrief.
A standalone simulation runs from half a day to one week. A full onboarding program combining sessions and simulations typically runs two to six weeks.
It depends on the format. For a kickoff or onboarding simulation, including icebreakers and team introduction, input is typically limited to an initial alignment and light review. For a standalone simulation, involvement is similarly minimal. For full programs that combine technical or theory sessions with simulations and debriefs, more ongoing input is usually required to align on content, review materials, and ensure relevance across the different stages.
Most cohorts run between 20 and 200 people. Larger groups run in parallel sessions.
Most buyers start with templates and tailor only the high-impact moments: stakeholder conversations, prioritization, escalation handling, and tradeoffs.
You get cohort-level patterns showing where people struggled and individual readiness signals for each participant. Many teams use aggregated views for HR and L&D, with more detailed breakdowns for relevant managers.
Want to experience a simulation the way participants do?
For teams running larger onboarding programs, we offer a free 2-hour live simulation session for up to 8 participants.
Your team will experience a simulation the way participants do.
It is the fastest way to see:
- how engaging the experience is
- how you can integrate simulations how you can integrate simulations how you can integrate simulations how you can integrate simulations
- whether this is the right fit for your program
We’ll discuss logistics with you on a short call beforehand. Our team fully facilitates the session - with no admin or delivery burden on your side.
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Book a Demo
During the call, we can:
- Show how onboarding simulations work
- Discuss your current onboarding goals and constraints
- Recommend whether a pilot, standalone simulation, or full program is the right fit