Depending on the programme configuration, new starters may be able to redeem onboarding points for curated company merchandise, branded swag, gift cards, products, or other available rewards.

Organisations can use a focused catalogue for onboarding or provide access to a broader selection of configured reward options. Catalogue availability, fulfilment, currency, and shipping vary by country and reward type.

The organisation determines which options are appropriate for its onboarding programme and policies.

Yes. An onboarding programme can use a welcome message or recognition without a monetary award, it can include points or another configured reward, or it can combine recognition and rewards across multiple onboarding moments.

Organisations can choose whether a particular onboarding event includes an award and can define the available values and redemption options when rewards are enabled. A non-monetary welcome can still recognise the employee and introduce company values without creating a financial reward.

Reward availability, eligibility, and tax treatment depend on the organisation’s policies, programme design, and applicable requirements.

Organisations can tailor onboarding based on available employee and organisational data, such as location, department, role, employment type, business unit, or other employee groups.

For example, an organisation may use different messages, timing, reward options, or onboarding resources for employees in different regions or roles. Central teams can maintain an overall framework while allowing the experience to reflect local or team-specific needs.

Available segmentation depends on the data provided to Awardco and the organisation’s programme configuration.

Yes. Awardco can use employee data from an HRIS or another supported employee-data source to identify new starters and trigger configured onboarding communications or recognition.

Organisations can define timing around events such as an employee’s start date or selected points during the first weeks or months of employment. Depending on the programme design, onboarding moments may occur on the employee’s first day, during the first week, or at later checkpoints such as 30, 60, or 90 days.

Automation depends on the employee fields, integration method, data timing, and onboarding rules configured for the organisation.

Awardco onboarding programmes help organisations welcome new employees with timely communications, recognition, and—when configured—rewards during the early stages of employment.

Organisations can use onboarding to introduce employees to company values, explain how recognition works, share important resources, and create an early connection with managers and peers. Onboarding recognition can be used alongside broader recognition, rewards, and employee-engagement programmes. And Awardco empowers all of it.

The content, timing, and reward components are configured to fit the organisation’s onboarding approach.

Depending on the programme configuration, new starters may be able to redeem onboarding points for curated company merchandise, branded swag, gift cards, products, or other available rewards.

Organisations can use a focused catalogue for onboarding or provide access to a broader selection of configured reward options. Catalogue availability, fulfilment, currency, and shipping vary by country and reward type.

The organisation determines which options are appropriate for its onboarding programme and policies.

Yes. An onboarding programme can use a welcome message or recognition without a monetary award, it can include points or another configured reward, or it can combine recognition and rewards across multiple onboarding moments.

Organisations can choose whether a particular onboarding event includes an award and can define the available values and redemption options when rewards are enabled. A non-monetary welcome can still recognise the employee and introduce company values without creating a financial reward.

Reward availability, eligibility, and tax treatment depend on the organisation’s policies, programme design, and applicable requirements.

Organisations can tailor onboarding based on available employee and organisational data, such as location, department, role, employment type, business unit, or other employee groups.

For example, an organisation may use different messages, timing, reward options, or onboarding resources for employees in different regions or roles. Central teams can maintain an overall framework while allowing the experience to reflect local or team-specific needs.

Available segmentation depends on the data provided to Awardco and the organisation’s programme configuration.

Yes. Awardco can use employee data from an HRIS or another supported employee-data source to identify new starters and trigger configured onboarding communications or recognition.

Organisations can define timing around events such as an employee’s start date or selected points during the first weeks or months of employment. Depending on the programme design, onboarding moments may occur on the employee’s first day, during the first week, or at later checkpoints such as 30, 60, or 90 days.

Automation depends on the employee fields, integration method, data timing, and onboarding rules configured for the organisation.

Awardco onboarding programmes help organisations welcome new employees with timely communications, recognition, and—when configured—rewards during the early stages of employment.

Organisations can use onboarding to introduce employees to company values, explain how recognition works, share important resources, and create an early connection with managers and peers. Onboarding recognition can be used alongside broader recognition, rewards, and employee-engagement programmes. And Awardco empowers all of it.

The content, timing, and reward components are configured to fit the organisation’s onboarding approach.