We help Malaysian startups and growing teams design onboarding programmes that work from day one — structured, human, and built to last without draining your senior staff.
We had no onboarding process. New hires spent their first two weeks figuring things out on their own. MyTopi helped us build something structured without turning it into a HR bureaucracy.
Five connected practices that shape how new hires experience your company — and how your team grows over time.
Most new hires decide whether they belong within their first month. We help you structure those thirty days deliberately — mapping daily check-ins, introducing team culture in layers, and setting clear milestones so new people feel capable rather than overwhelmed.
Explore the frameworkGeneric onboarding checklists miss the point. We build role-specific skill maps that reflect what a marketing hire actually needs to know versus what an engineer or ops coordinator needs to master. Concrete. Measurable. Honest.
See our approachSenior staff are not infinite resources. We design peer mentoring structures that spread knowledge laterally — pairing people thoughtfully, setting realistic time expectations, and giving mentors a framework so they're not improvising every conversation.
How it worksYou do not need a training budget to build a learning culture. Learning lunches are peer-led, informal, and happen over food your team already buys. We help you set the rhythm, pick topics that actually matter to the team, and facilitate without a facilitator dominating the room.
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Annual reviews tell you what went wrong twelve months ago. Pulse surveys tell you what is happening now. We design short, honest check-ins that take under three minutes to complete and give team leads information they can actually act on — not data that sits in a folder until next year.
See the survey designWhat consulting sessions, workshops, and team moments look like when the process is designed thoughtfully.
The principles behind every programme we design — transparent, practical, and built for how real teams actually operate.
When a new hire does not know what is expected in week one, they spend energy managing uncertainty instead of learning. We map out the first thirty days as a sequence of experiences — not a pile of documents to read. Each day has a purpose. Each week has a theme. New hires leave the first month with context, relationships, and a clear sense of where they fit.
We work with your team leads to understand what actually matters in each role, then translate that into a structured journey that does not require constant hand-holding from your most senior people.
See the Toolkit
Most peer mentoring programmes fail because they rely on goodwill without giving mentors any tools. We build the pairing logic, the conversation prompts, the check-in cadence, and the exit criteria so that mentoring relationships have a natural shape instead of fading awkwardly after two meetings.
Critically, we design these programmes so they do not create a second job for your senior engineers or experienced team members. Time-boxed. Purposeful. Sustainable.
Our MethodologyWe design pulse surveys that are short enough that people actually complete them. Five questions, thoughtfully chosen, on a rotating schedule. Results go directly to team leads in a readable format — no HR dashboard to log into, no report to decipher. The signal reaches the people who can act on it within days, not quarters.
We also help you interpret early results and adjust the question set as your team grows and changes. The survey is a living tool, not a one-time exercise.
Talk to UsWe understand the specific pressures of growing teams in Malaysia — lean budgets, fast hiring, and founders who are still doing four jobs at once.
Every programme we design is stripped to what actually matters. No fifty-page policy documents. No mandatory e-learning modules that nobody watches. Just clear, usable structures that your team will actually follow.
Most of our clients do not have a full HR department. The onboarding system we build gets handed to a team lead or operations person and runs without needing a specialist to maintain it every week.
We do not ask you to buy new software. Whether your team lives in Notion, Google Workspace, or a shared drive with folders named confusingly, we build within what you already have.
Malaysian workplaces bring together people from different backgrounds, communication styles, and professional norms. The programmes we design account for this — not in a tokenistic way, but in the actual structure of how feedback is given and how conversations are framed.
Practical thinking on onboarding, team development, and building learning cultures in Malaysian startups.
The impressions a new hire forms in days one through five are remarkably sticky. Here is what we have observed about how to make those first days count without overwhelming people.
A structured conversation over nasi lemak can do more for team development than an expensive workshop. This is how we think about making informal learning work consistently.
Annual performance reviews have a structural problem: they ask people to recall a year's worth of experience in one conversation. Pulse surveys work differently. Here is our question framework.
Start with a discovery conversation. We will listen to where your team is right now and explain what a structured programme could look like for your specific situation.