Before day one
Send a welcome message, confirm the start time and prepare equipment, accounts and a workspace so the first day feels organised.
The first week
- Introduce the team and explain how the company works.
- Set clear expectations and the first small goals.
- Assign a buddy who answers everyday questions.
- Share the tools, processes and documents they need.
Days 30 to 90
Hold regular check-ins, give feedback early and often, and adjust goals as the person grows. Ask what is working and what is confusing.
Why it pays off
People who feel supported in their first months are more likely to stay and perform well, which saves the cost of hiring again.
Common onboarding mistakes
- Leaving the new person alone on the first day.
- Overloading them with documents and no context.
- No clear goals for the first month.
- No scheduled feedback until a problem appears.
Make people feel part of the team
Introduce them to colleagues they will work with, invite them to team meetings early and share the company story. Belonging comes from small, human moments as much as from systems.
Measure the result
Ask the new hire at 30 and 90 days what helped and what was missing. Use the answers to improve the process for the next person.
Hire with confidence. We support offers and follow up after the hire too.
