For L&D leaders, Directors of Nursing Education, and CNOs
Residency for every new hire, not just the lucky cohort.
A formal residency is the most effective intervention you can run for new-graduate retention. It is also the most expensive: faculty time, preceptor coverage, cohort coordination, dedicated L&D headcount. Kaira compresses the cost so the experience that today reaches a fraction of your hires can reach all of them.
Contact for institutional pricing
See how an L&D team uses Kaira
New-grad residency, cohort coordination, and the audit trail Joint Commission expects.
Walk-through video landing soon
“I already run a residency for one cohort. What I cannot do is offer it to every new hire without asking for headcount I will not get.”
“Manager retention is a lever everyone names but no one owns. I want a workforce program that builds the bench, not one that lands the problem on my desk alone.”
For the L&D leader
Extend the residency-quality experience to every new hire.
You probably run a real residency for one or two cohorts a year. Everyone else gets a unit-led orientation that does not capture the same growth or the same retention. The bottleneck is cost: faculty time, preceptor coverage, L&D headcount. Kaira shifts the structure. The framework holds the curriculum. The AI coach handles routine guidance and reflection prompts. Observation tools fit inside a clinical day. The cohort surface manages itself. Your team focuses on the coaching that actually requires a human. A residency you can afford for one cohort becomes a residency you can offer to every new hire.
For the CNO
Manager development is trainable. Build the bench.
Manager retention is a bottleneck most health systems can name. Few have built a defensible program for it. The reason: manager development is treated as something you grow into, not something you train for. Kaira ships a manager-development track on the same framework. The investment that supports your new-graduate residency also builds a bench of bedside nurses ready to step up. More confidence in the managers you do appoint. Fewer manager-driven turnover spirals on the units that lose them. We will walk through the case with your team.
The AI-safety answer, up front
Built so it cannot harm a patient or expose a nurse.
Kaira coaches the nurse, never the patient: it cannot touch an order, a chart, or an EHR, and it never offers clinical decision support. Reflections are de-identified before storage and firewalled from employers in the database schema itself. AI involvement is disclosed on every coached view, in line with the AAN AI policy.
Read what Kaira is notDocumentation that survives review
A competency-documentation trail you can bring to accreditation prep.
Kaira produces a competency-documentation trail with chunk-level traceability, useful evidence to bring into your Joint Commission preparation, your annual program review, or an ANCC Practice Transition Accreditation Program (PTAP) submission. The platform feeds the underlying records; the formal certification path remains the work of your accreditation team and the relevant standards body.
Proof, then product
See the worked example before you commit.
The In-Center Dialysis to Home Dialysis methodology run is public. Read the pipeline. See the sample mappings. If the methodology lands with your team, the engagement starts with your own curriculum.
Read the worked exampleSchedule a methodology walkthrough.
Get on the list and a member of our team will reach out to walk through the methodology with your group.