juno journey
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Onboard. Stay current. Grow.

Onboarding, updates, upskilling, and growth, in one system.

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Thirty minutes, on your own data.

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

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

Get new hires productive fast, with manager confirmation

Onboarding starts from the HRIS, new hires follow the general foundation and then their role path, and managers confirm readiness at 30, 60, and 90 days.

  • Starts from the HRIS

  • General, then role-based

  • Cohorts on a calendar

  • Manager confirmation

  • Pulse surveys at 30, 60, and 90 days

See the Onboarding journey

Every change reaches the people it affects

Every release, policy, or new process is detected, targeted to the right people, delivered, and updated in place when it changes again.

  • Detect the change

  • Target by role and team

  • Update once, everywhere

  • Prove it reached the right people

See the Revenue Enablement journey

Fund skill gaps the week they appear

A goal becomes a plan, the plan links to real content, and the exact course is funded based on a rule you set.

  • Turn goals into plans

  • Personalized by goal

  • Funded on request

  • Any content source you enable

See the LXPSee the L&D Wallet

What changed and what's next, for the same people, in one report

See what changed and what comes next for each person, in one view.

  • Assigned after the last change

  • Development in progress

  • One saved view

  • Export the view as it appears

Every path you have, and what each one takes

Your company builds its career paths in Juno, each one listing what the role requires and the training that gets someone there. An employee picks a path, sees the gap between where she is and what the role requires, and turns that gap into a development plan, on her own, with her manager, or with HR. A job board shows you what is open. Juno shows you what it would take.

  • Competencies, know-how, and behaviors

    What the role requires, in all three forms.

  • A required level on each one

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

  • Training attached to the path

    Every requirement comes with the training to meet it.

  • Her gap to the target role

    Current level next to required level, on every line.

  • A plan built from the gap

    The gap 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

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 you can answer it function by function: who is trained, who is not, and the evidence behind it. That evidence includes checks people passed, validations, pulse responses, milestones, a timeline of what happened when, and a manager confirming that someone can do the work unsupervised.

  • Trained and untrained, by function

    The comparison at the level executives ask about.

  • Checks that have to be passed

    A correct answer counts, not a page view.

  • Validations

    The work demonstrated, not the material opened.

  • Pulse responses

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

  • Milestones

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

  • A timeline of what happened when

    Who was assigned what, when, and what the results were.

  • The manager signs off

    A person confirms someone can work unsupervised.

  • Export everything you can see

    Filter it, schedule it, and download the file.

Three companies, three different needs

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 platform, for customers and partners

You already gave everyone AI. Now let it run the training

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

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

Claude

Try it

  • Build a 30-60-90 day onboarding journey

    Three phases for one role, a checkpoint quiz per phase, your courses reused.

    The prompt

    Your AI asks you

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

    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.

    The prompt

    Your AI asks you

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

    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.

    The prompt

    Your AI asks you

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

    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.

    The prompt

    Your AI asks you

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

    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.

All promptsNew to Juno? See it in a demo

Where employees need to be ready

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

Onboarding

From day one to doing the job.

Revenue Enablement

A release ships. Everyone affected knows by Friday.Revenue EnablementRelease & Product Update

Manager Development

Managers coaching their own teams in a consistent way.

Compliance

Up to date every year, with the evidence on record.

Career & Growth

Skill gaps closed before the role demands them.

CS, Sales & Support

Your CS, sales, and support teams, kept up to date.

Frequently asked questions

What is the difference between an LMS and an LXP?

They solve two different problems. An LMS delivers what the company needs people to know and do, assigned by rule and kept on record. An LXP offers what a person chooses to learn next, from your own catalog and outside providers. Both serve the same list of people, which is why one report across both matters.

How do we keep people up to date when the product ships every two weeks?

When a change arrives, 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 stay intact. It reaches them through assignments, channels, and updates, and anyone still behind shows up in the same view. Release & Product Update.

Can one platform handle mandatory training and career development?

Yes, and the reason to want that is operational. Mandatory training and career development use the same people, the same HRIS attributes, the same targeting rules, and the same export. Running them separately means building 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 of measurement. Here, it is a population: the company, a function, or a cohort. You compare trained and untrained people within it, and you build the evidence from checks people passed, validations, pulse responses, milestones, and a manager confirming someone can work independently. Completion is where that work starts.

Can employees, customers and partners run on one platform?

Yes, on one platform, though the work differs for each audience. Inside the company, the goal is for people to be up to date and capable, measured across a population. With customers, it is adoption and value, measured per account. With partners, it is certified capacity, measured per partner firm.

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

People and their attributes come from your HRIS through SCIM, an API, or a CSV import, and they keep updating as roles change. Everything visible in Juno can be exported by filter to Excel or CSV, on a schedule if you want one, and a data API is available for anything you build yourself.

Where can a career path take someone inside the company?

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

Which kinds of company is this for?

It fits three patterns rather than three industries: companies where things change so often that falling behind is normal; companies with an external deadline tied to what people know; and companies whose people work across several locations and time zones, where no one sees the whole team in one room. If that sounds like your company, the journey pages show where to start.

Can employee learning run inside ChatGPT or Claude?

The day-to-day operations can. Juno's tools are built and documented so the assistant your company already uses can run them and chain them with other systems. The assistant reads what changed and sets the priority, and Juno updates, assigns, and notifies. Nothing is published until a person approves it, and role permissions still apply. Juno MCP.

How much does this cost?

Pricing is published on the pricing page.