9 free employee onboarding templates

A new joiner’s first weeks set the tone for how connected they’ll feel to their role and their team. That connection matters, because engagement is in short supply: Only 20 percent of people worldwide felt engaged at work in 2025, according to Gallup. Disengaged people are the most likely to start looking elsewhere, so building engagement from day one is one of the best ways to protect long-term retention.

A structured, thoughtful onboarding process can help new joiners feel prepared, connected, and ready to contribute. Those early interactions matter, and crafting the right onboarding experience can make the difference in long-term retention.

The challenge is that onboarding involves many moving parts: paperwork, system access, introductions, training, cultural integration, and more. Without a clear framework, teams can miss critical steps. This article covers nine free employee onboarding templates you can download and adapt, along with a complete documents checklist, guidance on what to include in a new hire checklist, and key considerations for building an onboarding process that works.

<< Download free onboarding templates and start everyone off on the right foot. >>

Key insights

• Onboarding templates create consistency while helping HR teams stay organized and cover every key step
• A 30-60-90 day approach gives new joiners structure as they learn, contribute, and grow into their roles
• Role-specific onboarding creates a more relevant experience for different teams, responsibilities, and ways of working
• Great onboarding goes beyond paperwork to build connection, clarify expectations, and introduce company culture
• Automated onboarding workflows save time while helping HR deliver a consistent, personalized experience at scale

What are employee onboarding templates?

An employee onboarding template is a structured checklist or framework that standardizes how your organization welcomes, equips, and integrates new team members from pre-boarding through their first 90 days. Rather than building a process from scratch each time someone joins, a template gives HR teams a reliable, repeatable starting point they can customize.

Think of it as a roadmap: It ensures the right things happen at the right time, whether that’s sending a welcome email before day one, setting up IT access, or scheduling a 30-day check-in with a manager.

Without a template, important steps tend to fall through the cracks, and new joiners notice. A well-designed template reduces that risk and frees up HR teams to focus on the relational side of welcoming someone new, rather than scrambling to remember what comes next.

Important employee onboarding templates

Below you’ll find free onboarding templates for a range of roles and scenarios. Use them as-is, or adapt them to fit your organization’s structure and culture.

These templates cover:

• General 30-60-90 day onboarding
• Remote onboarding
• Welcome email onboarding
• Manager-level onboarding
• Executive-level onboarding
• Mentor/buddy onboarding
• Developer onboarding
• Sales team member onboarding
• Marketing team member onboarding

1. 30-60-90 day onboarding checklist

The 30-60-90 day onboarding checklist is the most versatile template in your toolkit. It’s not specific to any one role, so it’s easy to adapt to almost any position you’re hiring for. It covers five key phases: before the start date, the first day, by 30 days, by 60 days, and by 90 days.

Up to 20 percent of turnover happens within a new joiner’s first 45 days, so a short onboarding window leaves a lot to chance. Experts recommend onboarding for at least 90 days—ideally up to a full year—to give new joiners time to settle in and perform.

Before start date:

• Complete team member profile with personal details
• Send documents for signature
• Set up IT materials (computer, network, software, access, permissions)
• Send company introduction email or message
• Send company handbook, values, and policies
• Add to payroll
• Assign mentor or buddy
• Set up role-specific training
• Prepare welcome message to start onboarding
• Start pre-boarding (company reading materials, org chart, schedule one-on-one meetings)

First day:

• Introductory tour (virtual or in-person)
• Deliver company swag
• Send welcome email with links to start onboarding
• Introduce new colleague to the team
• Finalize documentation and paperwork
• Schedule lunch with manager or buddy

30 days:

• Transfer day-to-day activities
• Complete company training modules (health and safety, time and attendance policies, etc.)
• Introduce learning and development systems
• Join company events (town halls, team lunches, social gatherings)
• Meet key people across the company (IT, department heads, management team)
• Set short-term projects
• Schedule first 30-day review meeting with manager or HR
• Follow up on onboarding task completion
• Schedule one-on-one meetings with managers and team

60 days:

• Review progress on first-month goals and adjust priorities
• Increase ownership of day-to-day responsibilities
• Assign more complex or collaborative projects
• Schedule a 60-day check-in with the manager
• Gather feedback from the new joiner on their onboarding experience
• Identify skill gaps and additional training opportunities
• Encourage participation in cross-functional meetings and projects
• Review role expectations and performance goals for the first 90 days
• Continue regular one-on-one meetings with the manager or buddy

90 days:

• Assign first independent projects
• Schedule advanced training modules
• Set long-term goals
• Schedule six-month, nine-month, and one-year review meetings
• Complete onboarding tasks
• Send onboarding survey to gather feedback

2. Remote onboarding checklist

Remote onboarding introduces a unique set of considerations that in-person checklists don’t fully address. Without the natural touchpoints of a shared office—a desk neighbor, a hallway introduction, a team lunch—HR teams often take a more intentional approach to connection, communication, and setup.

This template is built specifically for remote or hybrid joiners, and each phase focuses on a distinct set of needs:

• Before start date: Preparing for the new joiner to arrive
• First day: Creating a welcoming and smooth entrance to the new role
• Days 1-30: Getting set up, connected, and oriented
• Days 31-60: Building confidence, contributing actively, and expanding relationships
• Days 61-90: Reaching full role proficiency and aligning on long-term goals

<< Download your free remote onboarding checklist. >>

Before start date:

• Ship and configure IT hardware, software licenses, and security credentials
• Send a welcome email with day-one logistics, company handbook, and schedule
• Assign a virtual buddy or mentor
• Set up access to collaboration tools (video conferencing, messaging, project management)
• Share a virtual office tour or culture video

First day:

• Host a virtual welcome orientation
• Introduce the new joiner to their team via video call
• Walk through tools, systems, and communication norms
• Send a digital welcome kit (swag codes, resource links, org chart)
• Schedule one-on-one meetings with manager and key colleagues

First 30 days:

• Complete core training modules asynchronously or live
• Join virtual team events and social channels
• Establish regular check-ins with manager
• Review role expectations and short-term goals

Days 31-60:

• Increase independent work and active project contribution
• Provide and receive regular feedback
• Expand cross-functional connections virtually
• Schedule 60-day check-in with HR

Days 61-90:

• Reach full role proficiency
• Review goal alignment and adjust long-term plans
• Complete onboarding survey
• Schedule six-month review

3. Manager-level onboarding checklist

Onboarding someone into a management role is more complex than a standard new joiner experience. There’s more to ramp up on, like team dynamics, leadership expectations, cross-functional relationships, and the stakes are higher if anything gets missed.

This template covers both the operational and relational aspects of manager onboarding, ensuring new leaders connect with the people above and below them while getting up to speed on processes, culture, and expectations.

Before start date:

• Complete team member profile and employment documentation
• Set up IT access and management tools (HRIS, performance management, project tracking)
• Send org chart with team structure and reporting lines
• Share company handbook, leadership principles, and management guidelines
• Assign an executive sponsor or senior mentor
• Schedule introductory one-on-one meetings with direct reports and key stakeholders
• Prepare a 30-60-90 day leadership plan template for the new manager to complete

First day:

• Welcome meeting with HR and direct manager
• Introduction to the team (group and individual)
• Tour of systems and tools relevant to the role
• Review of team goals, current projects, and immediate priorities
• Lunch or virtual social with manager or executive sponsor

First month:

• Complete company leadership and management training modules
• Hold one-on-one meetings with each direct report to understand their goals, working styles, and current projects
• Shadow key cross-functional meetings to understand how departments collaborate
• Review team performance data, recent feedback, and any open goals
• Meet with finance, legal, and operations contacts relevant to the role
• Schedule 30-day review with HR and direct manager

First 90 days:

• Present a 90-day leadership plan to direct manager and HR
• Establish recurring one-on-one and team meeting cadences
• Set team goals aligned with company objectives
• Identify any immediate development needs within the team
• Complete onboarding survey
• Schedule six-month review

4. Executive-level onboarding checklist

Executive onboarding carries more financial and organizational risk than other onboarding processes, so getting it right matters. A failed executive hire can cost a lot, both in compensation and in the disruption it causes to teams, strategy, and culture.

This template covers the key elements of executive integration, from stakeholder introductions to strategic alignment. Because executive structures vary across organizations, it’s designed to adapt to each unique situation.

Before start date:

• Complete employment documentation and legal agreements
• Set up IT access, security clearances, and executive tools
• Share company strategy documents, board materials, and key performance data
• Assign an executive integration partner or coach
• Schedule introductory meetings with board members, direct reports, and key external partners
• Prepare an executive integration plan for the first 90 days

First day:

• Welcome meeting with CEO or direct supervisor
• Introduction to the leadership team
• Review of company vision, mission, and strategic priorities
• Briefing on current business performance and key metrics
• Tour of headquarters or virtual equivalent

First month:

• Complete compliance and governance training
• Hold one-on-one meetings with all direct reports and key cross-functional leaders
• Review departmental budgets, headcount plans, and current initiatives
• Meet with major external stakeholders (partners, key customers, investors where applicable)
• Attend and observe key leadership meetings
• Schedule a 30-day integration review with the CEO or board liaison

First 90 days:

• Develop and present a 90-day strategic plan to the leadership team
• Identify quick wins and longer-term priorities
• Establish a leadership cadence with direct reports
• Build an executive development plan with defined goals and milestones
• Complete onboarding survey
• Schedule six-month and one-year review meetings

<< Download free onboarding templates and start everyone off on the right foot. >>

5. Mentor/buddy onboarding checklist

HiBob’s State of Employee Onboarding research found that 49 percent of new hires say the most important part of the onboarding experience and getting acclimated to a job is making new friends. A mentor or buddy program is one of the most effective ways to help new joiners feel connected, supported, and less overwhelmed in their first weeks. The buddy’s role is to be a friendly, knowledgeable point of contact for the unofficial questions new team members often feel awkward asking their manager.

The best buddy pairings are intentional. Consider matching new joiners with someone in a similar role but a different team, so they get an insider’s perspective without any reporting-line awkwardness. A good buddy can make the difference between a new joiner who feels at home in week one and one who’s still finding their footing at month three.

This checklist helps buddies show up prepared and consistent, so the experience is valuable for both parties.

Before start date:

• Receive briefing from HR on the new joiner’s role, start date, and background
• Review the buddy program guidelines and responsibilities
• Prepare a short personal introduction to share on day one
• Identify key people, tools, and resources to introduce in the first week
• Set up a recurring check-in cadence (weekly for the first month, biweekly after)

First day:

• Send a personal welcome message before or at the start of the workday
• Connect virtually or in-person for an informal introduction
• Walk the new joiner through the team’s communication norms and tools
• Share tips on unwritten cultural norms (how meetings run, how decisions get made, where to find things)
• Offer to answer any questions—no matter how small

First month:

• Hold weekly check-ins to see how the new joiner is settling in
• Introduce them to other colleagues outside their immediate team
• Share resources, guides, or shortcuts that made your own onboarding easier
• Celebrate small wins and milestones

Days 31-90:

• Shift check-ins to biweekly as the new joiner grows more confident
• Continue to be available for informal questions and guidance
• Participate in a buddy program debrief with HR to share feedback on the experience
• Optionally, stay in touch as an ongoing informal mentor

Role-specific onboarding checklists

While every new joiner needs a strong onboarding foundation, the details will vary by role. These role-specific onboarding checklists help you tailor training, expectations, tools, and early priorities so people can get up to speed and start contributing with confidence.

1. Developer onboarding checklist

Onboarding a developer involves a distinct set of technical and cultural considerations a general template won’t fully capture. New developers need time to understand the codebase, the team’s engineering practices, and how their work connects to broader product goals, all while navigating the usual first-week logistics.

This template gives new developers a structured ramp-up that balances technical depth with team integration.

Before start date:

• Complete team member profile and employment documentation
• Set up IT materials (computer, network, software, access, permissions)
• Send company introduction email or message
• Send company handbook, values, and engineering culture guide
• Add to payroll
• Assign a technical mentor or buddy
• Set up developer-specific tools (IDE, version control, CI/CD pipeline, ticketing system)
• Prepare welcome message and pre-boarding reading (architecture overview, tech stack, coding standards)

First day:

• Introductory tour (virtual or in-person)
• Deliver company swag
• Send welcome email with links to developer onboarding resources
• Introduce new developer to the engineering team
• Walk through the tech stack, knowledge base, and best practices
• Finalize workstation setup and system access
• Schedule lunch or virtual coffee with manager or buddy

First month:

• Complete company training modules (security, compliance, time and attendance)
• Introduce learning and development platforms and engineering-specific resources
• Guide through development processes, workflows, codebase, and code style guide
• Assign small, well-scoped tasks for hands-on experience with the codebase
• Conduct regular feedback loops with the technical mentor
• Join company events and team rituals
• Meet key people across the organization (product, design, QA, DevOps)
• Schedule first 30-day review with manager or HR
• Schedule one-on-one meetings with manager and team leads

First 90 days:

• Provide opportunities to shadow senior engineers for debugging and problem-solving
• Assign first independently owned feature or project
• Schedule advanced training modules (security, architecture, domain-specific tools)
• Set long-term technical and career goals
• Schedule six-month, nine-month, and one-year review meetings
• Complete onboarding tasks
• Send onboarding survey for feedback

2. Sales team member onboarding checklist

Sales onboarding moves fast. New sales team members are often expected to start contributing to the pipeline within weeks, so the onboarding process must be both thorough and efficient.

The goal is for new joiners to feel confident in the product, the process, and the pitch as quickly as possible, without cutting corners on culture or compliance.

Before start date:

• Complete team member profile and employment documentation
• Set up CRM access, sales tools, and communication platforms
• Send company handbook, values, and sales culture guide
• Share product documentation, competitive landscape overview, and ideal customer profile
• Assign a sales buddy or shadow partner
• Schedule introductory calls with key internal stakeholders (marketing, customer success, product)

First day:

• Welcome meeting with sales manager
• Introduction to the sales team and buddy
• Walk through CRM, sales tools, and reporting dashboards
• Review the sales process end-to-end (prospecting, discovery, demo, close, handoff)
• Finalize documentation and paperwork

First month:

• Complete product and messaging training
• Shadow at least five live sales calls or demos
• Complete company compliance and legal training modules
• Attend team pipeline reviews and forecasting meetings
• Begin outreach with manager support (co-selling or supervised prospecting)
• Set 30-day activity targets (calls made, emails sent, meetings booked)
• Schedule 30-day review with manager and HR
• Review and role-play key objection-handling scenarios

First 90 days:

• Carry an independent pipeline with clear targets
• Complete advanced product and competitive training
• Set 90-day quota or ramp targets with manager
• Participate in team retrospectives and sales strategy sessions
• Complete onboarding survey
• Schedule six-month review and quota ramp assessment

3. Marketing team member onboarding checklist

Marketing teams move quickly and span a wide range of specializations: content, demand generation, brand, product marketing, social, and more. A new marketing team member needs to understand the tools and workflows as well as the brand voice, the audience, and how marketing connects to business goals.

This template gives new marketing joiners a structured path through their first 90 days, with space for role-specific customization.

Before start date:

• Complete team member profile and employment documentation
• Set up access to marketing tools (CMS, email platform, analytics, social media, project management)
• Send company handbook, brand guidelines, and tone of voice documentation
• Share recent campaign reports, content calendars, and key performance metrics
• Assign a marketing buddy or peer mentor
• Schedule introductory meetings with cross-functional partners (sales, product, design)

First day:

• Welcome meeting with marketing manager
• Introduction to the full marketing team
• Walk through the marketing tech stack and key tools
• Review current campaigns, priorities, and team structure
• Finalize documentation and paperwork

First month:

• Complete company compliance and brand training modules
• Deep dive into the target audience, buyer personas, and competitive landscape
• Review recent campaign performance and key learnings
• Attend team planning, content review, and reporting meetings
• Complete a small, low-stakes project to get hands-on experience
• Schedule 30-day review with manager and HR
• Meet key stakeholders in sales, product, and customer success

First 90 days:

• Own a project or campaign end-to-end with manager support
• Set measurable goals aligned with team OKRs or KPIs
• Complete advanced tool training relevant to the role
• Build relationships with external partners or agencies where applicable
• Complete onboarding survey
• Schedule six-month review

Bonus: Welcome email onboarding templates to set the tone for new joiners before day one

Checklists keep onboarding on track, but the messages you send along the way shape how it feels. Use these welcome email templates at three key moments in pre-boarding and day one.

Template 1: Initial welcome email (sent upon offer acceptance)

Subject: Welcome to [company name]—we’re glad you’re here

Hi [First name],

We’re thrilled to have you joining the team. This is the start of something great, and we want to make sure you feel fully prepared before your first day.

Over the next few weeks, you’ll hear from us with everything you need—from paperwork to your schedule for day one. In the meantime, here’s a quick overview of what to expect:

• Your start date: [Date]
• Your manager: [Name]
• Your buddy: [Name, if applicable]

If you have any questions before then, don’t hesitate to reach out to [HR contact name] at [email].

We can’t wait to see what we’ll build together.

Warm regards,

[HR team / Manager name]

Template 2: One week before start date

Subject: One week to go—here’s what to expect on day one

Hi [First name],

Your first day is just around the corner, and we want to make sure you’re set up for a smooth start.

Here’s what to expect:

• Where to go: [Office address or virtual meeting link]
• What time: [Start time and time zone]
• Who to ask for: [Receptionist name, manager, or buddy]
• What to bring: [ID documents, signed contracts, or nothing]

Your IT setup will be ready and waiting. If you run into any technical difficulties, contact [IT contact] at [email or phone].

We’re looking forward to seeing you soon.

Best,

[HR team / Manager name]

Template 3: Day one welcome email

Subject: Today’s the day—welcome to [company name]

Hi [First name],

Today is your first day, and the whole team is excited to have you here.

Here’s a quick rundown of your day:

• [Time]: Welcome call or in-person greeting with [manager or buddy name]
• [Time]: Team introduction
• [Time]: IT setup and system walkthrough
• [Time]: Lunch with [manager or team]

Your onboarding portal is live at [link], where you’ll find your schedule, key contacts, and everything you need to hit the ground running.

Welcome aboard—let’s get started.

[HR team / Manager name]

Bonus: Employee onboarding documents checklist

Templates are only part of the picture. A complete onboarding process also depends on having the right documents ready at the right time. Here’s a breakdown of the key documents to prepare at each stage.

1. Hiring documents

Once you’ve decided to bring someone on board, the first step is making it official.

• Job offer letter: An official offer of employment outlining the role, compensation, and start date
• Employment contract: A written agreement detailing the new joiner’s roles, responsibilities, and terms of employment

Pro tip: Use automated workflows to get both you and new joiners the documentation you need quickly. When a prospective team member accepts an offer, an automated workflow can send an email requesting all relevant documents, just like TourRadar does.

<< Download HiBob’s free job offer letter template to help you deliver a smooth candidate experience >>

2. Pre-boarding documents

Pre-boarding is the period between offer acceptance and day one, and it’s an opportunity to reduce first-day friction and give new joiners time to acclimate. Key pre-boarding documents include:

• I-9 form: An employment eligibility form required to work in the US
• W-4 form: A tax withholding document required in the US for all new hires
• Local tax forms: Tax forms required by the jurisdiction a new team member resides in
• Direct deposit form: Collects bank account details for payroll processing
• Team member information form: Gathers relevant personal data for company records
• Pre-boarding questionnaire: A survey to collect insights for continuously improving the onboarding experience

Pro tip: Build a personalized pre-boarding experience to improve the new joiner experience and ensure all touchpoints are covered, like AlgoSec does with surveys and onboarding workflows.

3. Onboarding documents

Once pre-boarding is complete, these documents set new joiners up for a confident start on day one.

• Employee handbook: A guide to your company’s values, policies, and ways of working
• Organizational chart or team directory: An overview of your company’s structure and key contacts
• Benefits enrollment: Documentation to sign up new team members for company benefits
• Code of conduct: A document outlining acceptable and unacceptable behaviors at work
• 30-60-90 onboarding plan: A structured plan to track progress over the first three months
• Attendance policy: A document outlining attendance expectations, policies, and procedures

Pro tip: Make onboarding more engaging to drive early team member connection. Novatti built lighthearted, fun onboarding workflows that help new starters feel genuinely welcomed from day one.

4. Other onboarding documents

Depending on your company and the specific role, these documents may also be relevant.

• Anti-harassment policy: Defines protections against offensive behavior and treatment
• IT policy: Guidelines for using company technology and systems responsibly
• AI policy: Rules for how AI tools are permitted—and restricted—on the job
• Non-disclosure agreements: Confidentiality agreements to keep specific company information confidential
• Time-off and vacation request forms: Forms for requesting paid time off (PTO), sick leave, or other types of leave
• Health declarations: Documents to identify whether new joiners require workplace accommodations
• Work permits: Legal documents granting foreign nationals permission to work in a given country

Pro tip: Use HR software to automate document workflows and save time at scale. With the right HR tech, teams like those at Rebellion can set up entire onboarding processes for new joiners in a fraction of the time it takes to do it manually.

What to include in a new hire checklist

A new hire checklist is the operational backbone of your onboarding process—it’s what keeps everything moving without things slipping through the cracks. While every organization’s checklist will look a little different, the most effective ones share a few core elements:

• Logistics and setup: Before a new joiner’s first day, they need their IT equipment configured, system access granted, and payroll set up. These aren’t glamorous tasks, but getting them right creates a strong first impression and avoids slowdowns.
• Documentation and compliance: Complete contracts, tax forms, policy acknowledgments, and benefits enrollment accurately and on time. Building these into your checklist with clear deadlines and owners keeps your organization protected and your new joiners informed.
• Cultural integration: Introductions to the team, a buddy assignment, invitations to company events, and time with the manager matter as much as paperwork. New joiners who feel connected and listened to early are far more likely to stay and thrive—in fact, people show four times greater intent to quit when feedback isn’t acted on.
• Role clarity and goal-setting: By the end of the first 30 days, new team members deserve to know what’s expected of them, what success looks like, and what their first real projects are. A checklist that includes a 30-day performance review meeting and documented goals gives both the new joiner and their manager a shared reference point.

Considerations for the employee onboarding process

A thoughtful onboarding process creates an environment where new team members can thrive from the start. Here are the most important things to keep in mind as you build or refine your approach.

Timing is key

Some organizations treat onboarding as a one-week exercise, but experts recommend onboarding last at least 90 days, and ideally up to a year.

That’s why each template in this article is structured across several phases—before the start date, day one, the first month, and the first 90 days—with suggestions for review meetings built in at six months, nine months, and one year. The structure is a signal to new joiners that your investment in their success is for the long haul.

Remote and hybrid joiners deserve equal attention

The modern workforce spans offices, home setups, and everything in between. Still, onboarding processes haven’t always kept pace, even though 7 in 10 business leaders emphasize that their main strategy over the next three years is to be fast and nimble to remain competitive. Remote onboarding requires a few specific adaptations:

• Ship equipment in advance: Don’t wait until day one to sort out IT logistics for remote joiners
• Run virtual introductions intentionally: A video call introduction to the team is more deliberate and meaningful than a casual hallway encounter
• Create connection proactively: Without shared physical space, HR teams need to build in moments for informal connection, like virtual coffees, team chats, and online social channels
• Be consistent: Treat remote joiners with the same level of care and detail as those in the office

It’s not all about the paperwork

Compliance and documentation matter, but they’re not the entire point. The real goal of onboarding is to help a new person feel like they belong, understand what’s expected of them, and see a clear path to contributing and growing.

That means building in time for cultural immersion: team lunches, informal introductions, company events, and honest conversations about how things actually work day to day. New joiners who feel connected to their team and aligned with the company’s values are far more likely to stay engaged long after the official onboarding period ends.

Use clear onboarding templates to create a culture of learning

We built HiBob with one goal in mind: to put people first. With HiBob’s Onboarding, HR teams can create a positive, streamlined experience that makes a great first impression and sets new joiners up for long-term success. HR teams can automate workflows, personalize the new joiner experience, and ensure nothing gets missed from pre-boarding through the first 90 days and beyond.

<< Book a demo today to see how HiBob can work for your organization >>

Employee onboarding template FAQs

Meet HiBob

Today’s HR leaders create experiences that help people feel connected, supported, and ready to contribute—wherever they work. At the same time, HR and Finance need accurate, connected people and financial data to plan confidently, manage workforce costs, and make faster, better decisions.

HiBob is a unified, people-first, AI-powered platform that connects HR, payroll, benefits, and Finance in one modern system. It gives HR and Finance one trusted source of truth for workforce planning, payroll, compensation, benefits, and financial insights, helping growing companies replace disconnected tools with simpler workflows and stronger alignment.

AI is embedded into the flow of work to reduce manual tasks, surface actionable insights, and guide better decisions. Built around connected company data and designed with people in control, HiBob’s AI helps teams work more effectively while keeping human judgment and accountability at the center.

And it all starts with a great first impression. HiBob makes onboarding simple, personal, and engaging, helping new hires connect with their team and company culture from the start.

Onboarding with HiBob

Create a positive, streamlined onboarding experience that helps new hires feel welcome, understand their role, and get up to speed quickly.

• Automate onboarding workflows so every task and touchpoint is covered
• Preboard new hires so they can start their journey before day one
• Introduce people, teams, and company culture from the start
• Welcome new hires with company-wide announcements
• Personalize onboarding based on role, team, location, and business needs
• Keep people data connected from onboarding onward, giving HR and Finance a more accurate foundation for workforce planning and decision-making

With HiBob, onboarding becomes part of a connected people and business experience, bringing HR, Finance, managers, and team members together on one intuitive platform.