The contract is signed. You’ve made the hire. Congrats.

Now don’t be weird about it.

Time to breathe? Not quite.

Because if your new team member shows up on day one to radio silence, a dirty half-charged laptop, and zero plan, you’ve just undone all that great recruitment work in one go.

Onboarding isn’t admin. It’s strategy.
It’s how you say: “We’re excited you’re here—and we’re ready for you.”
It’s how you help someone contribute faster, feel part of the team, and actually want to stay.

So, what are the most important pre-onboarding steps?

Let’s talk about what happens after the contract is signed—and before day one.

1. Team Lead Check-In

Not HR. Not People Ops. The actual manager.

A quick call or message from the person they’ll be working with is a small gesture that makes a huge impact:

“Hey, we’re excited to have you! I’m your main contact—reach out anytime.”

Even better? A quick video message from the manager or future teammates.
Costs nothing. Feels personal. Lands every time.

2. Tech That’s Ready

Second-hand laptop? Great.
Second-hand laptop still logged into someone else’s Spotify, full of mystery files, and covered in snack dust? Not great.

Make sure the device is:

• Wiped, clean, and configured
• Pre-loaded with the right tools
• Delivered before day one (bonus points for including a little surprise)

3. Share the Timeline

This step is easy to skip — but it makes all the difference.

Send a simple onboarding plan in advance.
Nothing fancy — just a clear outline of what to expect in the first few days or week.

Uncertainty on day one = avoidable stress.

4. Announce Their Arrival

Don’t leave them hanging on their first team call.

Send a warm intro in Slack or email before they start:

• Who they are
• What they’re joining for
• Something fun or personal

Make sure the team knows they’re coming — and is ready to welcome them.
No awkward surprises. No “who’s this?” moments.

5. Add Some Joy

Swag still matters. But not the boring kind.

No one’s excited about a random mug or oversized branded tee.
Here’s what actually works:

• Ask for their favorite color, hobbies, coffee order, or if they have pets
• Send something that feels like them—not like corporate leftovers
• Tight budget? Go for a handwritten card or a Slack welcome thread full of personality

A little effort = a big impression.

6. Internal Onboarding Sync

Create a mini onboarding chat with key players involved.

Make sure:

• Everyone knows who’s doing what
• Deadlines are clear
• The new joiner doesn’t fall through the cracks

Final Thought

With just a few simple steps, you’re not only welcoming someone—you’re showing them who you are as a company.

Make it thoughtful. Make it clear. Make it feel like you’ve been waiting for them to show up.

They’ll remember that.

And if you don’t? Well… they’ll remember that too.

What are your go-to pre-onboarding tips?
Drop them below — we love learning from great teams.

📩 Need onboarding that actually works?
[email protected]

#OnboardingDoneRight #Oops #PeopleFirst #StartupOps #CultureInAction