Product design question

Design an onboarding flow that gets a new employee productive with Glean on day one.

Practice this question out loud. An AI interviewer asks it, follows up like a real interviewer would, and scores your answer. Type or speak.

What this question tests

Onboarding design for a passive-use, low-engagement-habit product where the value is easy to underuse if not introduced well.

Identify the risk: search tools have no natural forcing function, so a new employee may default back to asking a colleague or digging through old channels instead of trying Glean.
Design a day-one moment: have Glean pre-populate a personalized starter page with company onboarding docs, team wikis, and recent relevant discussions based on the new hire's role.
Prompt an early success moment: suggest 2 to 3 realistic first searches tied to common new-hire questions, like benefits, team processes, or key project docs.
Integrate with existing onboarding flow, such as being linked from the HR onboarding checklist or IT provisioning email, rather than requiring separate discovery.
Reinforce the habit in week one with a lightweight nudge, like a reminder to try Glean before asking in Slack for something searchable.
Define success metrics: percentage of new hires who perform a search within their first day, and repeat usage in their first two weeks.

Names the specific risk for this product category (no natural forcing function, easy to default to old habits).
Proposes concrete, role-personalized starter content rather than a generic empty search box.
Ties onboarding to an existing process (HR/IT checklist) instead of assuming discovery happens on its own.
Defines a first-day search metric as the clearest, most testable success signal for day-one onboarding.
Includes a week-one habit-reinforcement nudge, recognizing that a single successful search does not guarantee lasting adoption.

Assuming a new hire will naturally discover and try Glean without a designed nudge.
Not tying the onboarding flow to existing HR or IT processes.

What would you do if a new hire's first search returned nothing useful?
How would you measure whether the habit stuck beyond week one?
How would onboarding differ across very different roles, like engineering versus sales?