Onboarding a New Developer

Starting a new position is always a mix of excitement and anticipation. Our onboarding process is designed to make a new hire’s transition smooth, ensuring they’re well-equipped and informed from day one. Here’s an overview of that process:

1. Preparation:

The hiring manager creates a New Hire Onboarding board in Asana at least one week before their start date and assigns tasks to appropriate team members:

• The Engineering Manager grants access to development tools, sets up their Donutbot onboarding timeline, and sends a welcome email (see below).
• The COO handles operational procedures and company account setup.
• The Project Manager handles project assignments and tool orientations.
• The Office Manager handles payroll, benefits enrollment, and other administrative set-up.
• The Marketing Manager announces the new hire’s arrival and adds them to our website.
• Finally, the Onboarding Buddy prepares to assist with any questions they might have during their onboarding experience.

2. Daily Onboarding with Donut:

We use the Donut app on Slack to help onboard a new hire. We’ve set Donut up to help:

• Facilitate meetings between the new hire and other team members
• Guide the new hire through important onboarding documents (like this handbook!)
• Introduce the new hire to different Slack channels they will be active in

The Engineering Manager is responsible for setting the new hire up in Donut and personalizing their onboarding experience.

3. End-of-Day (EOD) Check-Ins:

Every new hire is required to take part in a real-time Zoom or Slack end-of-day check-in with their manager for their first 30 days. It’s a time to recap, clarify, and ensure everything’s on track. After this period, the new hire and manager will discuss and decide if they would like to continue with daily check-ins or switch to weekly one-on-ones.

4. Milestone Reviews at 30/60/90 Days:

Finally, each new hire will have scheduld reviews at 30, 60, and 90-day intervals. These reviews are a chance for the manager to provide feedback and assess the new hire’s integration into the role, as well as a time for the new hire to share feedback, ask questions, or seek clarification about any aspect of their role or the company processes.

We’re all responsible for ensuring our new engineers feel welcomed, supported, and ready to contribute. Your cooperation and support can make all the difference. Thanks in advance for your help!