The First 90 Days That Matter

The first 90 days determine whether a new hire becomes a long-term contributor or another turnover statistic. For remote hires, the stakes are even higher—without the natural osmosis of office culture, intentional onboarding is everything.

Research shows that employees who experience strong onboarding are 69% more likely to stay with a company for three years.

Great onboarding starts before the first day.

One Week Before

• [ ] Ship equipment (laptop, monitors, peripherals)
• [ ] Set up all accounts (email, Slack, tools)
• [ ] Assign an onboarding buddy
• [ ] Send welcome package (company swag, handwritten note)
• [ ] Share first-week calendar with key meetings scheduled

Day Before

• [ ] Confirm equipment arrived and works
• [ ] Share emergency contact info
• [ ] Send a personal welcome message from their manager
• [ ] Ensure calendar is accurate

The first week is about connection and context, not productivity.

Day One

Morning:

• Welcome call with manager (30 min)
• Team introduction meeting (30 min)
• IT/tools setup assistance

Afternoon:

• Company overview presentation
• Organization structure walkthrough
• First 1:1 with onboarding buddy

Days 2-3

• Department deep-dives
• Key stakeholder introductions
• Tool training sessions
• Reading time: company wiki, process docs

Days 4-5

• Shadow key meetings
• Complete compliance training
• First small task or project
• End-of-week check-in with manager

Week One Success Metrics

• [ ] Can navigate all key tools
• [ ] Has met key collaborators
• [ ] Understands company mission and values
• [ ] Knows where to find help
• [ ] Has completed first small win

Now it's time to start contributing meaningfully.

Learning Objectives

• Understand team goals and priorities
• Learn key processes and workflows
• Begin owning specific responsibilities
• Start building working relationships

Manager Responsibilities

• Weekly 1:1s (30-45 min)
• Clear, documented expectations
• Regular feedback (not just at 1:1s)
• Increasing autonomy with appropriate support

New Hire Responsibilities

• Ask questions proactively
• Document learnings
• Seek feedback actively
• Build relationships intentionally

30-Day Milestone

• [ ] Completed first meaningful project
• [ ] Has established routine and working rhythm
• [ ] Clear on role expectations
• [ ] Building productive relationships
• [ ] Identified areas for growth

The ramp continues. New hires should be contributing at near-full capacity.

Focus Areas

• Take on larger projects
• Begin cross-functional collaboration
• Develop subject matter expertise
• Contribute to team improvements

Warning Signs to Watch

• Unclear about priorities
• Hesitant to ask questions
• Working excessive hours (overcompensation)
• Isolated from team
• Missing deadlines without communication

Manager Touchpoints

• Bi-weekly 1:1s (can reduce from weekly)
• Mid-point check on 90-day goals
• Feedback from collaborators
• Course corrections as needed

By the end of 90 days, new hires should be fully contributing team members.

90-Day Goals

• Independently own significant responsibilities
• Trusted collaborator to teammates
• Clear on career growth path
• Embodying company values
• Contributing to team culture

The 90-Day Review

Schedule a formal review covering:

Performance:

• Goals achieved vs. expected
• Quality of work
• Speed of ramp
• Initiative and problem-solving

Cultural Integration:

• Team collaboration
• Values alignment
• Communication effectiveness
• Feedback responsiveness

Looking Forward:

• Career development interests
• 6-month goals
• Growth opportunities
• Ongoing support needs

Over-Communicate

Remote hires can't pick up context from overhearing conversations. Err on the side of more communication, not less.

Schedule Social Time

Without hallway conversations, relationship-building requires intention:

• Virtual coffee chats
• Non-work Slack channels
• Optional social calls

Document Everything

Remote onboarding requires stellar documentation:

• Recorded walkthroughs of tools and processes
• Written guides for common tasks
• FAQ documents that evolve over time

Check In on Wellbeing

Remote work can be isolating, especially for new hires:

• Ask how they're doing, not just what they're doing
• Watch for signs of burnout or disconnection
• Make it safe to raise concerns

Information Overload

Trying to teach everything in week one overwhelms new hires. Space out learning appropriately.

No Structure

"Figure it out as you go" isn't onboarding—it's abandonment. Provide clear structure and expectations.

Isolation

New hires shouldn't spend their first week alone with training videos. Build in human connection.

No Feedback Loop

Don't wait 90 days to learn onboarding isn't working. Check in frequently and adjust.

One-Size-Fits-All

Different roles and experience levels need different onboarding. Customize appropriately.

Finding great remote talent is just the start. RealHires connects you with pre-vetted candidates who are ready to contribute—but great onboarding turns them into long-term team members.