Onboarding isn’t just paperwork — it’s the first real taste of company culture for a new employee. And in a remote-first or hybrid world, this experience often starts through a screen.
So how do you make new hires feel welcome, seen, and connected — without physical handshakes or team lunches?
Here’s what great virtual onboarding looks like:
✅ 1. Preboarding Matters
Send out a welcome kit (digital or physical) before Day 1 — including a personalized note, access to a company intro guide, logins, and even a short welcome video from their future team.
🧑💻 2. Plan a Human-Led First Week
Mix essential training with casual 1:1s, fun virtual team intros, and shadowing sessions. Make sure they know who to go to for what — HR, manager, IT, buddy, etc.
🧠 3. Make Culture Tangible (Even Digitally)
Include values-based orientation — talk about your “why,” your culture, and how people support one another. Highlight employee stories and wins.
💬 4. Don’t Ghost Them After Week One
Follow up consistently during the first 30–90 days. Create a feedback loop, check on their mental well-being, and actively listen.
🤝 5. Assign a Buddy
A “welcome buddy” goes a long way. Someone they can ping for even the smallest doubts. This connection can make remote onboarding feel personal and human.
A thoughtful virtual onboarding experience sets the tone for retention, engagement, and trust — even from miles away.
Because the first few weeks aren’t just about training. They’re about belonging.
Onboarding isn’t just paperwork — it’s the first real taste of company culture for a new employee. And in a remote-first or hybrid world, this experience often starts through a screen.
So how do you make new hires feel welcome, seen, and connected — without physical handshakes or team lunches?
Here’s what great virtual onboarding looks like:
✅ 1. Preboarding Matters
Send out a welcome kit (digital or physical) before Day 1 — including a personalized note, access to a company intro guide, logins, and even a short welcome video from their future team.
🧑💻 2. Plan a Human-Led First Week
Mix essential training with casual 1:1s, fun virtual team intros, and shadowing sessions. Make sure they know who to go to for what — HR, manager, IT, buddy, etc.
🧠 3. Make Culture Tangible (Even Digitally)
Include values-based orientation — talk about your “why,” your culture, and how people support one another. Highlight employee stories and wins.
💬 4. Don’t Ghost Them After Week One
Follow up consistently during the first 30–90 days. Create a feedback loop, check on their mental well-being, and actively listen.
🤝 5. Assign a Buddy
A “welcome buddy” goes a long way. Someone they can ping for even the smallest doubts. This connection can make remote onboarding feel personal and human.
A thoughtful virtual onboarding experience sets the tone for retention, engagement, and trust — even from miles away.
Because the first few weeks aren’t just about training. They’re about belonging.
