What does your current onboarding process look like?
We provide structured and detailed communication, tailored to each new hire’s time zone, to ensure they have all the information they need without having to search for answers. Initial onboarding emails are sent up to ten days in advance, with a final one on the Friday before their start date, outlining what to expect, and how to engage effectively. We collaborate with managers to ensure they have a comprehensive onboarding plan ready for each employee. After orientation, we send a follow-up email with quick links to our main communication platform, offering ongoing support and resources.
Why is it important to have a strong onboarding program?
A strong onboarding program sets a positive tone, making new employees feel welcomed and valued from day one. It improves retention rates by ensuring new hires feel supported and integrated into the company culture, leading to long-term commitment. Additionally, it enhances productivity by providing the necessary tools and information, reducing the time for new employees to become fully effective. Effective onboarding also boosts engagement, making employees more motivated and aligned with the company’s mission and values.
Check out Vertafore’s careers page here!
What does your current onboarding process look like?
After employees have received a welcome kit full of company swag and an option to order and test out our products, our onboarding begins with an immersive 6-hour orientation that covers general company information and values, forms of communication, an inside scoop on our brands and products, friendly faces to know, time for additional questions, and more. Once new employees have gone through orientation and met with their managers, they are set up with a Hippo Buddy, a current employee/mentor who they will routinely meet with over a 45-day period to familiarize themselves even more with our company culture and give them a resource outside of their direct team to ask questions. New hires also dive into their role directly with their team & managers after day 1, where they have customized onboarding experiences for their 30, 60 & 90-day experience with different check-ins & surveys scattered throughout.
Why is it important to have a strong onboarding program?
A strong onboarding program is crucial to us as it sets the foundation for new employees’ success and integration into our company culture. Effective onboarding ensures new Hippos feel welcomed and equipped with the necessary tools and knowledge to perform their roles efficiently. This leads to increased employee engagement, satisfaction, and retention. Ultimately, our robust onboarding process enhances productivity and contributes to the overall growth and success of the organization.
Check out Golden Hippo’s careers page here!
What does your current onboarding process look like?
Wellhubbers work in hybrid and remote setups across 12 countries, so our onboarding program focuses on global company knowledge, regional information, and department/role-specific training. With continuous support from their leader and peers, new hires at Wellhub are guided through our company structure and policies, get hands-on with essential systems and tools, set performance goals, and meet key stakeholders. Our virtual Onboarding Center is a comprehensive guide for new hires to learn on their own time and includes useful pages like our Wellhub glossary, organizational structure, company goals, and business model. Additional resources for new hires include a 90-day checklist, an individually assigned Onboarding Buddy, and a virtual global onboarding session to connect with other new Wellhubbers from around the world.
Why is it important to have a strong onboarding program?
“A strong onboarding program sets the foundation for new employees’ success and integration into our vibrant culture. It ensures that new hires feel welcomed, valued, and well-prepared, which boosts their sense of belonging, as well as productivity from day one. By providing a structured 90-day program with extensive, thoughtful resources and ongoing support, we help new team members quickly learn about the company and establish meaningful lasting connections.” Chris Silva – Senior Learning and Development Manager
Check out Wellhub’s careers page here!
What does your current onboarding process look like?
As a remote company, our onboarding process combines a dedicated Onboarding Advisor, digital collaboration tools, a national onboarding presentation, a Centric Leadership Guide and an online learning platform. However, what truly sets our company apart is a program called The Couch. Named after the literal couch our founding members were sitting on when they started creating a consulting company devoted to work-life balance, The Couch is a two-day conversation that gives new employees an opportunity to hear firsthand from our founders and leaders about the people, places, and events that make us who we are today, and what we aspire to be in the future.
Why is it important to have a strong onboarding program?
Our strong onboarding process is important because its goal is to provide each employee with an unmatched onboarding experience. Employees then remember how it felt to enter a welcoming environment where all questions are welcome, all processes are transparent, and all interactions are laid-back—even with senior leadership. As a result, they become passionate about our mission of providing similar unmatched experiences to colleagues, clients and communities. This makes our onboarding process—especially its most unique element, The Couch—a true introduction to Centric’s unmatched culture.
Check out Centric Consulting’s careers page here!
What does your current onboarding process look like?
HashiCorp Onboarding offers an interactive new hire experience at several key inflection points as new hires get acclimated to HashiCorp. We engage with new hires as soon as they sign their offer letter and have built a comprehensive thoughtful journey that provides a mix of live sessions to understand “What to Expect at HashiCorp” and “Meet our Senior Leaders”, coupled with asynchronous courses and resources to increase their knowledge of HashiCorp as well as provide opportunities to socialize with other new hires and peers to establish long-lasting relationships.
In addition, we track and maintain key performance indicators and have built-in feedback mechanisms such as “2 weeks in” and “end of program” surveys as well as 1:1 personalized discussions to understand what is working and where we can optimize to ensure we continue to meet our program’s objectives to provide the best onboarding experience for our new hires.
We used a creative approach to meet our program’s objectives so that we could create an engaging, world-class onboarding experience without needing to be in person. Some of the key aspects of the program include in-house workshops, videos to explain our business model and mission, stories on how our Principles are actively demonstrated, a buddy process to support new hires, and clear expectations for new hires and hiring managers to ensure our new hires feel supported throughout their journey.
Why is it important to have a strong onboarding program?
The HashiCorp Onboarding program sets the tone for our employees’ experience, shaping their initial impressions and expectations. The program helps new hires integrate into our company culture, establish connections with colleagues, and understand their roles and responsibilities, helping them to become productive and accelerating their contribution to HashiCorp. Investing in this experience is incredibly important for HashiCorp. Providing a unified supportive environment for new hires fosters engagement, well-being, productivity, and innovation leading to increased employee retention, and satisfaction and strengthening HashiCorp’s reputation as an employer of choice.
Check out HashiCorp’s careers page here!
What does your current onboarding process look like?
The Squarespace onboarding program reflects our core values of Build the Ideal and Learn Fast, Act Fast, equipping new hires to embrace iteration and experimentation. In the first week, new hires connect with their teams, delve into the Squarespace operating guide, and learn about our mission and values. Over the next three months, they continue to build upon what they’ve learned by participating in interactive workshops led by business leaders, covering topics like our business model, customer insights, product history, and DEI initiatives. By immersing new hires in our mission and tools, we enable them to contribute to shaping the future of our industry with game-changing products, embracing the idea that perfection requires constant iteration (Build the Ideal). The comprehensive and rapid onboarding experience ensures they quickly adapt and take action, reflecting our belief that the fastest path to learning and a bias for action are keys to success (Learn Fast, Act Fast).
Why is it important to have a strong onboarding program?
A positive onboarding experience is imperative to ensure new hires feel supported and engaged from day one. Building the ideal onboarding program shapes the future of the employee’s experience at Squarespace and fuels their eagerness and comfortability to take bets on big ideas, learn quickly, experiment, and understand the possibilities of their role and their potential impact at Squarespace.
Check out Squarespace’s careers page here!
What does your current onboarding process look like?
At New Breed, we’re excited to welcome new team members with personalized role-based training designed to build confidence and independence smoothly and quickly. Alongside general onboarding with our People Operations team, we ensure everyone understands their role and has access to all the resources they need to be successful. Starting a new job involves absorbing a lot of information, and our collaborative culture supports this with plenty of opportunities for questions and discussions.
Why is it important to have a strong onboarding program?
A strong onboarding program is crucial for making new hires feel welcomed and supported. Through the thoughtful design of New Breed’s onboarding program, we not only boost individual performance and job satisfaction but also help reduce turnover. This approach is vital for fueling our ongoing success and fostering a thriving, dynamic team.
Check out New Breed’s careers page here!
What does your current onboarding process look like?
Our Remote-First Onboarding Program spans the first 100 days, guided by a dedicated remote-first team committed to supporting all our new team members and continuously improving the onboarding experience. The program includes a cohort of fellow new hires who start on the same day, an assigned onboarding buddy for the first 4 weeks, and regular synchronous sessions to build connections. The onboarding experience also features a location-specific checklist, organized into daily tasks for the first week and then monthly tasks, as well as an asynchronous learning path via 360Learning, our learning management System. Plus, every remote-first team member receives a welcome kit of company-branded goodies!
Why is it important to have a strong onboarding program?
Our vision for remote-first onboarding is to create a world-class experience that fosters a strong sense of culture and community for every new team member, from the moment they sign their offer letter until they feel fully acclimated. Building personal connections is a key component of this process, and our program is designed to promote inclusivity, belonging, and context. A great way we do this is by assigning each new hire a buddy from outside their direct team—someone they can approach with questions and learn more about our culture and company, while also forming relationships beyond their immediate team. As a remote-first company with team members across various time zones, our goal is to empower new hires to learn and engage at their own pace, rather than adhering to a rigid schedule, thus giving new team members a true flavor of how we work!
Check out Vista’s careers page here!
What does your current onboarding process look like?
At BCG, we believe a positive and personalized onboarding experience is critical for all our new joiners. Our onboarding processes differ by location and role. For example, our Leadership Onboarding Program for senior hires is a globally delivered 2-week program featuring interactive content and virtual live sessions. Additionally, the North America First Two Year (F2Y) Journey supports new hires in non-consulting roles with a focus on performance, learning, and career development. Our HR onboarding provides all new joiners with an overview of BCG’s values, culture, and benefits, ensuring comprehensive support throughout their journey at BCG. While intended for new hires, anyone can access the learning journey for a refresher.
Why is it important to have a strong onboarding program?
A strong onboarding program is essential, especially as we recruit talent from a wide variety of backgrounds, many of whom have not worked within the consulting industry. We recognize providing them with the right tools and resources from the outset is key to their success. Our program is tailored, and offers flexible, personalized content and social learning opportunities. This ensures new hires can integrate smoothly, build strong networks, and feel supported, enhancing their ability to contribute effectively to BCG.