This year Eli Onboarding's NPS is +80 (up 26 points from 2025).
"An incredible 9% reduction in early attrition in under 2 years."
- Autism Unlimited
“New hires rated our pre-boarding experience 4.7/5, and onboarding, 4.6/5."
- DNV
“100% of line managers consistently own onboarding at USS.
- USS
“Eli reduced onboarding-related admin by 16 people days per month."
- A&M
“95% of people felt supported by their manager throughout onboarding."
- Arcus FM
Change and M&A management technology that stops people from leaving during and after the transition
Mergers and acquisitions put people at risk. Uncertainty spreads fast, key talent disengages and integration quietly fails. Eli keeps everyone informed, reduces anxiety and onboards acquired employees the right way – so they stay, commit and contribute.
Key people leaving during the transition
Research shows around 1 in 3 acquired employees leave within their first year – three times the rate of comparable hires elsewhere. Uncertainty, rumour and the feeling of abandonment drive good people out before integration has even begun. Eli engages acquired employees from day one, with clear, personalised comms that reduce anxiety and give people a reason to stay.
Rumours fill the gaps comms haven't
When formal communications are slow or inconsistent, the grapevine fills the gap – usually with the worst interpretation. Eli delivers timely, tailored information to the right people at the right moment, ensuring everyone hears accurate updates from the organisation rather than from a colleague in the corridor.
Acquired employees silently quit
Getting people through the door of a new organisation is one thing. Helping them understand the culture, ways of working and where they fit is another. Eli builds structured onboarding journeys for acquired teams – introducing your organisation, your people and your values in a way that drives real commitment, not just compliance.
Managers who don't know what to say
Line managers are usually the first person an acquired employee turns to. They're also frequently the least briefed on what's happening. Eli gives every manager a dedicated portal with timely updates, talking points and structured tasks – so they can lead their teams through change with confidence, not guesswork.
Cultural integration never quite happens
The biggest risk in any M&A isn't financial – it's cultural. When acquired teams don't connect with new values, ways of working and people, they disengage quietly. Eli's personalised content, social tools and structured integration journeys help new people find their place and feel they belong – before that window closes.
Award-winning experience technology #whoopwhoop
What do our clients think about Eli?
Net Promoter Score
Ease of use
Our clients think Eli is extremely easy to use day-to-day, giving us 4.8 out of 5 stars.
Implementation
New clients rated our implementation process 5 out of 5 stars.
Support
Clients rated the support they received from Eli 5 out of 5 stars.
Reduced admin
100% of clients agreed that Eli reduced the amount of admin they had to manage.
Reduced attrition
100% of clients agreed that Eli had helped to reduce early attrition.
Better early performance
100% of clients agreed that Eli sets their new hires up for success.
Keep everyone informed in real time
Eli delivers timely, tailored communications to every affected employee – by role, location, business area or brand. Whether you're managing a phased announcement or a long integration, everyone gets the right information at the right moment, from a single source they trust.
Give acquired employees a proper start
People joining from an acquired company deserve the same quality of onboarding as any new hire. Eli builds personalised journeys that introduce your culture, your people and your ways of working – reducing uncertainty and building real commitment from the start.
Track wellbeing across the change
Change is stressful. Eli Insights™ monitors engagement and wellbeing across every affected employee throughout the transition, flagging those who are struggling early. Your team can act before disengagement becomes attrition and measure the human impact of change in real time.
Frequently Asked Questions
How can Eli support a merger or acquisition?
Eli supports M&A in two ways. For existing employees across both organisations, it delivers timely, personalised communications that keep people informed and reduce anxiety throughout the transition. For employees joining from an acquired company, it provides a structured onboarding experience that introduces your culture, ways of working and people – so they commit quickly and contribute sooner.
Can Eli onboard employees from an acquired company?
Yes. Eli builds personalised onboarding journeys tailored to acquired employees' roles, locations, business areas and more. The experience introduces your organisation's culture, values, systems and people in a structured, engaging way – reducing the uncertainty that typically drives early attrition during M&A.
How does Eli help reduce anxiety during change?
Eli keeps people informed with timely, accurate communications tailored to their role and situation – closing the gap that rumour and speculation typically fill. Eli Insights™ also monitors engagement and wellbeing throughout the transition, flagging individuals who may be struggling so their manager or HR team can offer support before disengagement sets in.
How quickly can Eli be implemented for an M&A programme?
Eli can be implemented quickly, with or without integration into your existing HR or ATS systems. For M&A programmes where speed is critical, our team can have Eli live within weeks. Get in touch to discuss your timeline and we'll tell you what's achievable.
Can Eli manage change communications and onboarding in one platform?
Yes. Eli manages the full range of people experiences through a single platform – from change communications and M&A onboarding through to pre-boarding, internal mobility, offboarding and alumni. One system, one consistent experience, one set of data. Explore all out solutions here.
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