juno journey
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Onboard. Own the role. Stay current. Grow.

The whole employee journey in one system: onboarded, current on every change, upskilled when a gap appears, ready for the next role.

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Thirty minutes, on your own data.

4.7 out of 5G2

Example data

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Every other tool handles one stage. Your employee lives through all of them.

Onboarding in one system, courses in another, budgets in a third, career paths in a spreadsheet, and no one who can say whether the person is ready today.

Onboard

Productive fast, and confirmed by a manager

The hire starts the onboarding from the HRIS, follows the foundation and the role path, and the manager confirms readiness at 30, 60, 90.

Example data

  • Starts from the HRIS

  • General, then role-based

  • Cohorts on a calendar

  • Manager confirmation

  • Pulse at 30/60/90

See the Onboarding journey

Own the role

Every change reaches the people it affects

A release, a policy, a new process: detected, targeted, delivered, and updated in place when it changes again.

Example data

  • Detect the change

  • Target by role and team

  • Update once, everywhere

  • Prove it landed

See the Revenue Enablement journey

Upskill

Fund the gap the week it appears

A goal becomes a plan, the plan points at real content, and the exact course is funded on a rule you wrote.

Example data

  • Goal to plan

  • Personalised by goal

  • Funded on request

  • Any source you enabled

See the LXPSee the L&D Wallet

Stay current

Both clocks, the same people, one report

What changed and what is next, for the same person, in one view.

Example data

  • Assigned after the last change

  • Development in motion

  • One saved view

  • Export as it appears

Grow

Every path you have, and what each one takes

Your company builds its career paths in Juno, each one carrying what the role actually requires and the training that gets somebody there. An employee picks a path, sees the distance between where she is and what it asks for, and turns that distance into a development plan, alone, with her manager, or with HR. A job board shows you what is open; this shows you what it would take.

Example data

  • Competencies, know-how, behaviors

    What the role asks for, in the three forms it asks for it.

  • A required level on each one

    Not “knows Python”. Knows it well enough for that role.

  • Training attached to the path

    Every requirement carries the way to meet it.

  • Her distance from the target

    Current level beside required level, on every line.

  • A plan built from the gap

    The distance becomes a development plan linked to that path.

  • Your framework, not ours

    The paths and the levels are the ones your company already uses.

See the Career & Growth journey

Capability

What the company can do now, function by function

“Don't tell me who completed training. Tell me what changed.” It is a fair standard, and it is answerable function by function: who is trained and who is not, and the evidence behind it. Checks people passed, validations, pulse responses, milestones, the trail of what happened when, and a manager confirming that somebody can do the work unsupervised.

Example data

  • Trained and untrained, by function

    The comparison at the altitude an exec asks about.

  • Checks that have to be passed

    Not a view count. A question answered correctly.

  • Validations

    The work demonstrated, not the material opened.

  • Pulse responses

    What people say changed, collected beside what they were trained on.

  • Milestones

    The points in a path where somebody is expected to be able to do something.

  • The trail of what happened when

    Who was assigned what, when, and what came back.

  • The manager signs off

    A person confirms someone can work unsupervised.

  • Export of everything visible

    Filter it, schedule it, take the file.

Three companies, three shapes

An enterprise bank, a scale-up, and a group of schools across one country.

“Since partnering with Juno, we've expanded employee access to high-quality learning resources like Udemy, LinkedIn Learning, Coursera, Diia.Osvita, and more - all in one place. The simplified access to international content has been especially valuable, letting employees learn quickly without bureaucracy. This helps us respond to business needs, strengthen professional skills, and sustain a culture of continuous learning.”

300+ learning programs, reaching up to 5,500 employees per course

Hanna D.Head of Learning & Development, Raiffeisen Bank
“With Juno, we've gained real visibility and control over our L&D budget. We moved away from paying our previous vendor upfront for 200 licenses with only 40% actually used. Now we only pay for what our team engages with.”
Rotem W.Senior Global L&D Partner, Cloudinary
“It's been used a lot by our managers; they now take initiatives. This is great because, when they notice a skill gap, they don't come to me with the request. Instead, they already know where to find the materials and assign them to the people who need them.”
Jacques G.Talent Management, Spark Schools

The same engine, pointed outward

Juno in your LLM

You already gave everyone AI. Now it runs the training.

Your company handed everyone an assistant, and then asked you why people are not ready. An assistant answers questions. It does not know who is behind on what shipped this morning, and it cannot fix it. Juno's tools are built and documented so your assistant can drive them and chain them with other systems' MCPs.

Maya starts Monday as a CSM. Build her 30-60-90 from what we already have.

Claude

Example data

Try it

  • Build a 30-60-90 day onboarding journey

    Three phases for one role, a checkpoint quiz per phase, and the courses you already have reused where they fit.

    Your AI asks you

    The role, what "ramped" looks like at 30/60/90, any existing material, who signs off

    New to Juno? See it in a demo
    The prompt

    I want a 30-60-90 day onboarding journey in Juno Journey for one role, so new hires ramp on a clear path instead of a pile of links. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. The role and the team 2. What “ramped” looks like at day 30, 60 and 90 3. What material we have outside Juno, if any, and where 4. Who signs off at each milestone Ask these in one message, then wait for my answers. For material outside Juno, check that source is connected in this chat; if not, I’ll connect it or upload files. Don’t invent our processes. Search Juno first and reuse existing courses and quizzes wherever they fit. Then propose the journey: three phases, the courses in each, a checkpoint quiz per phase, and the gaps you’d fill with short new courses. After I approve the outline, build the new pieces and the journey as drafts. Don’t publish, assign or notify anyone until I say so.

  • Spin up a new-hire channel for one role

    Week 1 to day 90 in topics, with a short lesson for every gap.

    Your AI asks you

    The role, day 30/60/90 goals, any onboarding docs outside Juno, when new hires start

    New to Juno? See it in a demo
    The prompt

    I want a new-hire channel in Juno Journey for one role, so a new person knows exactly what to learn and when. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. The role 2. What they should be able to do by day 30, 60 and 90 3. Whether we keep onboarding docs outside Juno, and where (or I’ll upload them) 4. When the next hires start Ask these in one message, then wait for my answers. If the docs live in another tool, check it’s connected in this chat; if not, I’ll connect it or upload the files. Don’t make up our processes. Search Juno first for onboarding courses and journeys we already have for this or similar roles. Then propose topics like Week 1, Month 1, Tools and People, filled with existing content, with short draft lessons only where there’s a gap. Show me the outline, then build it as a new private channel and preview it. Adding content to a channel with members notifies them, so ask before touching an existing one. Don’t publish, assign or notify anyone until I approve.

  • Curate a topic channel from the best external content

    A shortlist of current courses and videos, one-line reason each. You pick what goes in.

    Your AI asks you

    The topic and audience, their level, languages, free or paid, any libraries you pay for

    New to Juno? See it in a demo
    The prompt

    I want a topic channel in Juno Journey filled with the best external content, so we don’t rebuild what already exists. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. The topic and who it’s for 2. Their level (beginner, practitioner, expert) 3. Which languages we need 4. Free only or paid too, and any content libraries we already pay for Ask these in one message, then wait for my answers. Search Juno first for internal courses on this topic; ours come first. Then find external courses, videos and articles and check each is current. Give me a shortlist in 3-5 topics, with a one-line reason and publish date per pick. Only suggest links you actually found. If a library we pay for isn’t connected in this chat, say so; I’ll connect it or paste links from it. After I approve items, create a new private channel with those topics, add only those, and preview it. Adding content to a channel with members notifies them, so ask before touching an existing one. Don’t notify anyone until I say so.

  • A learning digest for every manager

    One view per manager: who finished, who's overdue, and one suggested nudge.

    Your AI asks you

    Which managers or teams, which numbers matter, the period, anything from outside Juno

    New to Juno? See it in a demo
    The prompt

    I want a learning digest for every manager: who on their team finished what, who’s overdue, and one thing to follow up on. Use the Juno Journey connector for anything in Juno. If it isn’t connected, stop and tell me how to add it (https://docs.junojourney.com/mcp/overview). Before you build anything, ask me: 1. Which managers or departments to include 2. Which numbers matter (completions, overdue, scores, time spent) 3. The period it covers (e.g. the last 7 days) 4. Whether to add anything from outside Juno, and from where Ask these in one message, then wait for my answers. Check anything outside Juno is connected in this chat; if not, I’ll upload an export. If you can’t read completions here (analytics may be off for our account), I’ll upload an export from Juno. Never fill in numbers you can’t read. Build an interactive artifact: one view per manager with their team’s progress, overdue items and a suggested nudge. State definitions, data gaps and counts. Show me a sample for one manager first. Nothing runs on a schedule; tell me how to refresh it. Don’t send it to anyone or notify learners.

Every prompt

Where employees have to be ready

Six of them, each with its own trigger, its own steps and its own way of proving it worked. How journeys work

Onboarding

Day one to doing the job.

Revenue Enablement

A release ships. Everyone affected knows by Friday.Revenue EnablementRelease and product update

Manager Development

Managers coaching their own team, the same way.

Compliance

Current every year, with the evidence kept.

Career & Growth

Gaps closed before the role needs them.

Customer & Partner Training

Your CS, sales and support teams, kept current.

Questions people ask.

What is the difference between an LMS and an LXP?

They solve two different problems. An LMS carries what the company needs people to know and do, assigned by rule and proven on record. An LXP carries what a person chooses next, from your own catalogue and outside providers. Both run against the same list of people, which is why one report across them matters.

How do we keep people current when the product ships fortnightly?

A change arrives, and the people it affects are identified by rule rather than by memory. The material that describes the old version is updated in place, so links and assignments survive. It reaches them as assignments, channels and updates, and whoever is still behind shows up in the same view. Release and product update.

Can one platform handle mandatory training and career development?

Yes, and the reason to want that is operational. The mandatory side and the development side use the same people, the same attributes from your HRIS, the same targeting rules and the same export. Running them apart means rebuilding every group twice and reconciling two sets of numbers before anyone can answer a question.

How do we prove training changed anything?

Start with the unit. Here it is a population: the company, a function, a cohort. You compare trained against untrained inside it, and you compose the evidence from checks people passed, validations, pulse responses, milestones and the manager confirming someone can execute independently. Completion is where that work starts.

Can employees, customers and partners run on one platform?

Yes, on one engine, and the work is not the same on each side. Inside the company the job is being current and being capable, measured across a population. With customers it is adoption and value, measured per account. With partners it is certified capacity, measured per firm.

How does training data reach our HRIS, and back out?

People and their attributes arrive from the HRIS over SCIM, an API or a CSV import, and they keep arriving as roles change. Everything visible in Juno exports, by filter, to Excel or CSV, on a schedule if you want one, and a data API is available for whatever you build yourself.

Where can a career path take someone inside the company?

As far as the paths your company has built. Each one carries the competencies, know-how and behaviors it requires, at the level it requires, with the training attached. An employee picks a target, sees the distance and turns it into a plan. Open roles and applications stay in your recruiting system.

Which kinds of company is this for?

Three patterns, rather than three sectors. Companies where something changes often enough that being late is normal. Companies with an outside deadline attached to what people know. Companies whose people sit in several places and time zones, where nobody sees the room. If that is your company, the journey pages say where it starts.

Can employee learning run inside ChatGPT or Claude?

The operating can. Juno's tools are built and documented so the assistant your company already uses can drive them and chain them with other systems. It reads what changed, sets the priority, and Juno updates, assigns and notifies. Nothing publishes until a person approves it, and roles still apply. Juno MCP.

How much does this cost?

Pricing is published on the Pricing page.