Onboarding

What onboarding covers

A working onboarding has three layers:

• Administrative: contract signed, tax forms filed, hardware shipped, accounts created.
• Cultural: introductions to the team, the org chart, the unwritten norms.
• Functional: the first project, the first decision, the first thing the new hire ships.

Most SMBs do the first layer well and the third layer badly. The functional layer is what makes a new hire feel useful — and what makes them stay.

The 30/60/90 rhythm

The common shape is 30/60/90 days:

• First 30: shadow, learn the product, meet everyone.
• First 60: own a small piece end-to-end.
• First 90: hit one measurable result the team agrees on before they joined.

A 90-day plan written before the new hire starts beats one improvised after.

Why it matters

First-year attrition costs an SMB the entire recruiting investment over again. The biggest predictor of first-year attrition isn’t compensation — it’s whether the new hire felt like they were doing real work by week four.

Where Join fits

Join hands off cleanly to the onboarding tool (HRIS or BambooHR-style) once the offer is accepted, with the candidate’s data and the hiring-stage history. See the features page.