For a standard single-cohort program, yes. The fastest customers have launched in under three weeks when their identity, HRIS, and provider decisions were all ready on day one. Multi-region or multi-language launches typically run five to six weeks.
Implementation
Live in four weeks. Not sixteen.
Most outplacement vendors quote a sixteen-week implementation. Ture customers go from signed contract to active participants in roughly four. The difference is a focused playbook, real product configuration tools, and pre-wired integrations.
Who does what
Implementation is a shared sprint, not a vendor handoff.
We split the work cleanly: HR owns the people-facing decisions, Ture owns the product configuration and integration plumbing, and we hold weekly checkpoints together.
- HR owns: program scope, cohort definitions, comms cadence, provider selection.
- Ture owns: tenant setup, SSO/SCIM, HRIS sync, branding, content review.
- Together: integration security review, comms approval, launch sign-off.
- Weekly 30-minute checkpoint until launch.
Readiness checklist
What HR teams should bring on day one.
If these are ready before kickoff, the four-week timeline is straightforward. If any are missing, we will build the workstream into week 1 — they just become the longest pole.
Program scope
Cohort definitions, program duration, and the outcome metrics HR wants to track.
Provider selection
Which coaching, learning, and assessment partners are in scope. We can recommend if you are open.
Identity & HRIS access
An identity-team contact for SSO and SCIM. An HRIS-team contact for the connector setup.
Comms approvals
An approver for participant communications — typically internal comms, legal, or both.
Launch date
A target launch date that aligns with HR comms cadence and program announcements.
Weekly checkpoint slot
A 30-minute weekly slot for the cross-functional implementation team for the four weeks of launch.
After launch
We do not disappear after go-live.
Every Ture customer has a named program advisor for the first 90 days. We co-monitor activation, engagement, and provider throughput, and make configuration adjustments before the program drifts.
- Named program advisor
- Weekly check-ins
- Configuration tuning
- Privacy review
- Reporting reviews
- Always-on support
Week by week
From signed contract to live participants in four weeks.
Standard timeline for a single-cohort launch. Multi-cohort and multi-region launches add a week per additional region; everything else parallelizes.
Week 1 — Kickoff & program scope
Define what success looks like before configuring anything.
We run a 90-minute scoping workshop with HR, total rewards, and any provider partners. We document cohort definitions, program comms cadence, services, Flex Credits balances, and reporting expectations.
- 90-minute scoping workshop.
- Cohort and budget definitions agreed.
- Provider selection finalized.
- Privacy and reporting expectations confirmed.
Week 2 — Tenant, identity, and integrations
Stand up the connectors before participants are loaded.
We provision the tenant, configure SSO and SCIM with your identity provider, and connect HRIS sync. By end of week, the participant roster is flowing and the security review packet is in your procurement team's hands.
- Tenant provisioning with branding.
- SSO via SAML / OIDC.
- SCIM provisioning configured.
- HRIS sync established (ADP, Workday, BambooHR, etc.).
Week 3 — Content, comms, and provider onboarding
Wire up the experience participants will see.
We co-author the participant communications, configure the AI Coach prompts, set up the Flex Credits Marketplace, and onboard your selected provider partners into the Provider & Coach Hub with case-scoped access.
- Participant comms drafted, reviewed, and approved.
- AI Coach configured for tone and program scope.
- Flex Credits Marketplace populated.
- Provider partners onboarded and case-scoped.
Week 4 — Dry-run, sign-off, and go-live
Test with a small cohort, then open the program.
We run an end-to-end dry-run with a representative test cohort, walk through the HR analytics dashboards, and capture sign-off. On the agreed launch day, the program goes live and participants get their welcome flow.
- Dry-run with test cohort end-to-end.
- HR analytics walkthrough.
- Procurement sign-off captured.
- Live launch with welcome flow.
Why this matters
Speed-to-launch is a real cost line.
Every week of implementation is a week your departing employees do not have support and your reporting is incomplete.
4 wk
Average launch
from contract to live program
16 wk
Industry comparable
for legacy outplacement vendor onboarding
1 day
HRIS sync setup
for ADP, Workday, BambooHR
0
Required custom dev
to launch a standard program
See the playbook
Want a kickoff plan tailored to your stack?
Share your HRIS, identity provider, and target launch date — we will draft a four-week implementation plan against your specifics before we ever quote.
“Onboarding a departing employee used to take me 40 minutes of admin work. With Ture it's under five, and most of that is just reviewing the welcome package. The transition templates mean I just pick a tier and everything is configured.”
Jordan Bekele
People Operations Lead, Stackmint
Implementation, answered.
Ready to start?
Let us draft the four-week plan.
We will map kickoff, integration, content, dry-run, and go-live to your launch date — and tell you exactly what we need from your team in week 1.
