And when we say fast, we mean new-teammates-in-multiple-locations, all-at-once fast!

Exciting? Absolutely.
But also… a little chaotic.

“We didn’t have a consistent way to onboard new people,” Katie admits. “Information was scattered across different tools, and our senior team were spending hours repeating the same information.”

That meant longer onboarding times, slower ramp-up for new hires, and the constant risk that important know-how stayed locked in the heads of just a few people.

They needed a better way.

One that was quick to set up, easy to use, and actually felt like the modern tools their team loved.

But for Katie and the Clarus WMS team, it was clear the process wasn’t keeping up with the pace of the business.

New team members were joining from different countries, different backgrounds, and with different levels of industry knowledge. On their first day, they’d be greeted with… a patchwork of PDFs, Google Docs, and email threads.

The real expertise?

It lived inside the heads of the more experienced team members. 

And while those people were more than happy to share, it meant repeating the same onboarding conversations over and over,  and hoping nothing got missed along the way.

It wasn’t just inefficient. It was risky.

If someone left, valuable knowledge could walk right out the door with them.

Katie knew that without a central, accessible, and engaging way to onboard, they’d keep running into the same problems: longer ramp-up times, overworked managers, and a growing gap between the knowledge new hires needed and the knowledge they could actually access.

“We wanted people to feel confident and capable, quickly,” Katie says. “But our onboarding process just wasn’t built for the speed we were growing.”

Here’s what Clarus WMS was up against:

What had once been a messy, manual onboarding process quickly became structured, engaging, and most importantly, scalable.

Thirst helped Clarus WMS:

Katie’s favourite part?…The culture shift.

Before Thirst, learning often felt like a box to tick. Managers had to nudge people along, repeat instructions, and hope the important stuff stuck. But with Thirst, that dynamic flipped almost overnight.

“People aren’t waiting to be told what to learn anymore,” Katie says. “They’re going into Thirst themselves, finding what they need, and sharing what they know. That’s huge.”

For her, that moment of self-driven learning is when she knew the platform was really working. Instead of passively consuming whatever content was handed to them, employees started actively shaping their own development — adding resources, answering colleagues’ questions, and building on each other’s knowledge.

It’s no longer just about onboarding. It’s about creating a culture where learning happens every day, without needing to be managed or mandated.

For Clarus WMS, Thirst isn’t just an onboarding tool; it’s become the place where learning happens every day.

What started as a way to get new hires up to speed quickly has evolved into something bigger – a central hub where knowledge is captured, shared, and built on continuously.

Whether it’s a new starter working through their first learning journey or an experienced team member uploading a tip that saves colleagues hours of trial and error, Thirst has become woven into the way Clarus works.

Katie says that shift has changed how the business thinks about learning altogether.

“Without Thirst, we’d still be stuck in that cycle of repeating ourselves, onboarding would drag on, and we’d risk losing knowledge when people moved roles. Now? We’ve got a living, breathing hub that grows with us, and our team loves it.”