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The best tool for an onboarding website depends on the job. HR platforms like BambooHR, Rippling, and Workday handle paperwork, tasks, and provisioning. For the new-hire-facing site itself (the welcome, team intros, first-week plan, tools, and FAQs), a website builder like Gamma lets you turn your existing handbook or docs into a polished, mobile-friendly site without a developer, and keep it updated as things change.
Search for "onboarding website" and you'll mostly find lists of onboarding software. That's a different job. This guide separates the two, shows what a great new-hire site includes, and compares the tools for building one.
These two get confused constantly, and most companies need both.
Onboarding software runs the process behind the scenes:
Offer letters, contracts, and tax forms
Account provisioning and equipment requests
Task assignment and automated reminders
Compliance tracking and reporting
An onboarding website is the experience a new hire actually sees:
A warm welcome from leadership and the team
The first-week schedule and 30/60/90-day plan
Who's who, with photos and roles
The tools they'll use and how to get access
Culture, values, and the unwritten rules
Answers to the questions every new hire asks
Onboarding software makes sure the laptop shows up. An onboarding website makes the new hire feel like the company was expecting them.
Open with a short welcome video or note from the CEO or hiring manager, plus a photo of the team. First impressions are set before any task gets done.
A clear schedule: where to be, who they'll meet, and what they'll work on. Remote hires especially need this, since there's no desk neighbor to ask.
Team members with photos, roles, and what to go to them for. Include the onboarding buddy front and center.
Every tool the new hire will use, what it's for, and how to log in or request access. Link to setup guides rather than repeating them.
Communication norms, meeting rhythms, how decisions get made, and the unwritten rules: which channels matter, how fast people reply, which meetings are optional.
What the company stands for, told through stories and examples, not just a list of words.
The questions every new hire asks: payroll dates, time-off policy, expense process, who to ask about benefits. Link to the employee handbook for the full detail.
A shared core for everyone, plus pages for engineering, sales, support, or managers.
Most companies already have the raw material: an employee handbook, an onboarding checklist, an old onboarding deck, or a Notion page. Upload it, import it, or connect Notion and Gamma pulls the content in directly. Starting from scratch? Describe the site to the agent: "onboarding website for new hires at a 150-person remote software company."
Gamma's agent asks a few questions (company size, remote or in office, which roles you're hiring) and organizes your content into a site: welcome, first week, team, tools, how we work, and FAQs. Ask for changes in plain language: "add a separate page for engineering hires" or "move the FAQ to its own page."
Embed the welcome video, add team photos, and place your logo. Gamma handles layout automatically, and you can switch to freeform editing to position any element exactly. Use AI editing to adjust tone: "make the welcome warmer and shorter."
Apply your brand theme or a team template so the site looks like your company. Save it as a template so every team can spin up its own version from the same foundation.
Publish the site and send the link in the welcome email before day one. It works on desktop and mobile, so new hires can explore it on their phone the weekend before they start.
When a tool changes or a policy updates, edit the site in place. Everyone with the link sees the current version, with no outdated PDFs floating around.
Here's a sample structure for a remote-first company's onboarding site:
Welcome: A short video from the CEO, a team photo, and a note from the hiring manager
Before day one: What to expect in the mail, how to set up the laptop, and which accounts to activate
Your first week: A day-by-day plan with meeting links and who you'll meet
Meet the team: Photos, roles, time zones, and "ask me about" notes
Tools we use: Slack, Notion, Linear, and the rest, each with what it's for and how to get access
How we work remotely: Async norms, core overlap hours, and how to ask for help
Your 30/60/90 days: Milestones and what success looks like
FAQs: Pay dates, time off, equipment, and expenses, with links to the full handbook
Role pages: Separate sections for engineering, sales, and support
For the checklist behind this site, see how to make onboarding checklists that look professional.
BambooHR, Rippling, and Workday
Strength: Workflow automation, paperwork, provisioning, and compliance tracking
Best for: Running the onboarding process behind the scenes
Notion and Confluence
Strength: Flexible internal wikis that teams already use for documentation
Best for: Deep reference material and teams that want onboarding inside their existing wiki
Google Sites
Strength: Free, simple, and connected to Google Workspace
Best for: Basic internal pages when design isn't a priority
Gamma
Strength: A designed, mobile-friendly onboarding site built from your existing handbook or docs, with no developer
Best for: The welcoming, new-hire-facing experience that's easy to update
The honest take: If you need automated tasks, e-signatures, and compliance reporting, use a dedicated HR platform. That's what it's built for. If your team already lives in Notion or Confluence, onboarding can start there. Gamma fills the gap between them: a site new hires actually enjoy opening, built from content you already have. Most companies use an HR platform for the workflow and a site like this for the welcome.
Send it before day one. The weekend before a new job is when people are most curious. Give them something to explore.
Show faces. Photos and short intros make a new team feel less intimidating.
Keep sensitive details in the HR system. Salary, personal data, and anything confidential belong in your HR platform or intranet, not on a shared page.
Write like a person. The site should sound like your team, not a policy manual.
Ask every new hire what was missing. Then add it. The site gets better with every hire.
It depends on your size and process. Small teams can often run onboarding with a checklist and a good onboarding site. As you grow, onboarding software handles paperwork, provisioning, and compliance at scale, while the site stays the welcoming front door.
Include a day-by-day first-week plan, equipment and account setup instructions, a team directory with time zones, async communication norms, and clear "who to ask" guidance. Share it as a link before day one so new hires can prepare.
Check the sharing settings available on your Gamma plan before you publish, and choose the access level that fits your content. For anything confidential, keep it in your HR system or intranet and link to it from the site rather than putting it on the page.
A welcome, the first-week plan, a team directory, tools and access, how the team works, culture and values, FAQs, and role-specific sections.
Yes. Import the handbook into Gamma, let the agent restructure it into pages, and add a welcome, team intros, and a first-week plan. For building the handbook itself, see how to build an employee handbook with AI.
Your handbook, checklist, and team already exist. Bring them to Gamma, turn them into an onboarding site new hires actually want to open, and make day one feel like a welcome.
