How Pagefreezer Halved Its Onboarding Time and Increased Retention

Pagefreezer empowers organizations to permanently preserve their website, social media, SMS, and chat content, access those archives, and replay them as if they’re still live. 

On top of offering a simple solution for data archiving, compliance, and evidence collection, Pagefreezer is also on a mission to make the Internet a more secure place. Its HR team supports that mission by making it a priority to retain top talent — from day one. 

That last point is critical: Since its hiring team is composed of just one full-time employee, Pagefreezer can’t leave recruiting, onboarding, and retention up to luck. So, to lighten the weight of HR operations, Pagefreezer adopted Lattice. 

Lattice allows Pagefreezer’s HR team to automate recurrent onboarding tasks, gain access to valuable and supporting data, and make strategic decisions. “As an HR leader, seeing my team’s strategies improve satisfaction, engagement, and retention is incredible,” says Kaitlin Graves, VP of People at Pagefreezer.

After adopting multiple Lattice products, including Performance, Engagement, Compensation, and HRIS, Pagefreezer’s people team has simplified its work by:

Cutting Onboarding Time by Half

Retention starts with onboarding, which is something Pagefreezer prioritizes to keep employees engaged and fulfill its mission. “[Good onboarding] builds the necessary safety for people to take risks, have resilience in the face of challenges, innovate, and be successful in their careers to impact our customer base,” adds Kaitlin.

Before Lattice, onboarding checklists were handled the old-fashioned way — meaning reminders, due dates, FAQs, and other critical details had to be sent manually by the people team. It was a symphony of administrative pain for Kaitlin, managers, IT, and worst of all, new hires.

Fast forward to today, when Kaitlin thinks about onboarding on Lattice, she considers it “fun.”

Apart from making onboarding more exciting, setting up a new employee on Lattice HRIS takes half the time it did in the previous tool. Kaitlin says: “With Lattice, setting someone up with onboarding as an admin feels faster. Now, the time it takes me to launch something is at least half, including the tasks that were the most frustrating part of our onboarding process in the past.”

Also, onboarding new hires on Lattice makes it easier for Kaitlin’s team to ensure all parties complete their assigned tasks. “There are tasks that people leaders or employees need to do themselves. Since now everything is in one place, it's harder for them to ignore those tasks,” adds Kaitlin.

Engaging Staff Across the Employee Lifecycle 

Pagefreezer is committed to engaging its workforce at every step. “Having a tool like Lattice enables us to retain our team and top performers in a market that's incredibly challenging,” says Kaitlin. 

Using a mix of Lattice products allows Pagefreezer to get timely data, contrast information between solutions, and come up with ideas to improve the staff’s satisfaction. For example, Kaitlin’s team asks questions about compensation satisfaction in their engagement survey. 

Case in point: Kaitlin uncovered valuable (and unexpected) insights when she cross-referenced those survey results with data from Lattice Grow. “I found out people who have an individual development plan in Lattice have higher compensation satisfaction. So, I used this finding to make a case to stakeholders,” says Kaitlin.

Having access to accurate and relevant data allows HR teams to come up with strategic ways to improve employees’ lives. In the mentioned example, having access to compensation and employee satisfaction data allowed Kaitlin to explain the impact of personal development plans on satisfaction. 

By mixing Lattice Performance, Engagement, Compensation, and HRIS, Kaitlin’s team can now have a holistic view of the employee across the lifecycle. “Lattice essentially enabled me to have a comprehensive people strategy for the entire employment lifecycle, especially after rolling [out] the HRIS part,” she adds. 

Insights in Minutes, Not Weeks

Before adopting Lattice HRIS, the most frustrating part of Kaitlin’s day was flipping back and forth between two key HR tools. “Anytime I wanted to dive into some insights, I would have to pair information together from the two of them,” shares Kaitlin. 

Before Lattice, if she wanted to find compensation data and contrast it with engagement or performance information, she had to download separate files from each tool. Then, she’d bring them together on a spreadsheet and manually analyze the data. “Before adopting the HRIS in particular, I spent a lot of time doing analysis,” she adds.

By having all employee information on the Lattice platform, Kaitlin can make analyses and gather answers in minutes. For example, she tells us the story of the time a manager invited her to a meeting on short notice. 

Long story short: The manager was worried about losing a high performer. They thought an off-cycle pay bump would do the trick. As a veteran people leader, Kaitlin knew there were other levers that could be pulled. But she needed to bring data to support a recommendation. 

Using Lattice’s compensation benchmarking, she reassured the manager the employee’s current pay was competitive. Kaitlin pulled insights from past engagement and exit surveys, which highlighted that most employees leave to pursue career growth, not greater pay.

With that data, she advised the manager to work with their direct report to set an individual development plan in Lattice and provide a clearer path for advancement. The employee not only stayed but thrived. Day saved.

“I was able to prepare for it and bring everything I needed. I managed to show him data to support my case and help him understand what he needed to do next. I was able to prepare for all of that within 30 to 45 minutes,” she says.

In tech, a week can make the difference between retaining or having to re-engage an employee. So, accessing centralized data that you can filter, download, and share at any time is invaluable for HR teams. “I'm able to make a case by cross-referencing employee data and heat mapping, regardless of department, manager, tenure, or seniority,” she adds.