Everything above in one build. This walks through designing "Launch Week", a two-week new-hire onboarding Adventure for a mid-sized company, touching nearly every feature covered in this guide in the order a Game Master would actually reach for them.
The Brief
Forty new hires across three departments, starting the same Monday. Goal: get everyone through company basics, department-specific training, and one in-person orientation day, with enough structure that HR can see who's on track without babysitting anyone.
Day 1 — The Map & the First Milestones
Start from a blank Adventure rather than a template; this program is specific enough to build fresh. Lay out the Journey Map in two Tabis, "Week One: Company Basics" and "Week Two: Department Deep-Dive", and give Week Two a prerequisite so it stays locked until Week One is finished (see The Tabi Editor). Add a welcome Milestone first ("Welcome to the Company"): pure delivered content, zero friction on day one.
Building the Steps
Inside the welcome Milestone: a Choose Nickname step, a Dialogue step introducing the CEO, and a Video step touring the office. The CEO is set up once as a speaker, so every line she speaks, here and later in the program, carries the same name and portrait, and she appears on the orientation-day schedule as well (see Speakers & the Dialogue Cast). The second Milestone, "Tell Us About You", uses an Open Text step with a 50-word minimum plus an Upload Image step for a profile photo. A short Challenge on company policy follows: a real question bank with a pass threshold, not a Milestone.
A Profile Test, Woven In
HR wants to know how each new hire likes to work, without handing them a questionnaire on day one. So the GM switches on Profile Tests in the adventure's Features, creates a "Working Style" profile with four traits on Manage Content's Profiles tab, and spreads its questions through Week One: three Agree / Disagree Scale steps inside "Tell Us About You", and three more in the end-of-week check-in. Nothing marks them as a test; they read as part of getting to know the company. A Profile Result step at the end of the check-in shows each new hire their reading, and it stays in their Journal's Profiles tab afterwards. See Profile Tests.
Rewards, Ranks & the Shop
Every Milestone pays XP and a little BLOO. Three Ranks on the adventure's rank ladder (New Hire → Onboarded → Launch-Ready) are each awarded automatically at a level threshold. The Item Shop carries a handful of Consumable perks that HR honours in person, like a coffee with the CEO or first pick of the desk plants, which a new hire marks as used from their Backpack. The end-of-week check-in also hands out a Reward item, a cosmetic company-swag badge. Nothing that trivializes the actual content.
Guilds by Department
All forty new hires come in through the player CSV import, whose Guild column puts each person straight into their department's guild: three guilds, with capacity roughly even (see Enrolling Players & Assigning Roles). A department-level leaderboard turns "finish onboarding" into a bit of friendly competition without pitting individuals against each other.
The Branch: Choose Your Track
Week Two opens with a Branch Choice step: Engineering, Sales, or Operations. The choice is permanent, and every Milestone from that point on is gated to the matching track, so nobody wades through training content irrelevant to their actual role.
The In-Person Checkpoint (QR Code)
Wednesday of Week One is an in-person orientation day. Its three sessions (a welcome talk, a benefits walkthrough and a team lunch) go on the Event Schedule with their rooms, so the schedule doubles as the day's agenda. Attendance is an "Attended Orientation" achievement whose QR code is printed at the door: scan on the way in, badge earned, no submission required. The GM asks everyone to log in on their phone the day before, because a scan from a logged-out phone has to be repeated after signing in. See QR Codes.
Keeping It Alive Week Two
The GM posts an announcement on the Wall the day Week Two opens, and a second one midway through calling out the department leaderboard standings. Open Text steps in Week Two check each answer with A.I. before the new hire continues, so HR is reviewing already-revised answers instead of first drafts (see Grading & AI-Assisted Feedback).
The Finish Line: A Certificate
Onboarding should end with something a new hire can keep. A "Launch-Ready" certificate, created on Manage Content's Certificates tab, carries the company logo and the Head of People's signature, and it unlocks on two conditions: Complete This Tabi set to Week One, and Level set to the level that awards the Launch-Ready rank. Until both are met it sits locked on each new hire's Achievements page, listing exactly what's still missing ("Reach level 6 — you're at level 4"). Once they are, it opens, ready to print. See Certificates for GMs and Conditions.
What Shipped
Two Tabis, roughly a dozen Milestones plus two Challenges, around a dozen different Step types, a rank ladder, three guilds, a small shop, one branch, a profile test spread across Week One, an orientation-day schedule with one QR check-in, a certificate gated by conditions, and two announcements: built and published before the Monday start date, ready to hand off to HR without a single line of code.