Onboarding to Connection: Our Strategy for Welcoming New Team Members

Starting a new role is a leap of faith; it’s exciting, a little nerve-wracking, and is full of unknowns for both the new hire and the team. At Brandwoven, we think onboarding should feel less like an orientation and more like an invitation to connect, contribute, and feel like you’re exactly where you’re meant to be.

First Impressions Start Before Day One

At Brandwoven, as soon as a new team member accepts an offer, we begin preboarding. We kick things off with a personal welcome email from our Director of People & Culture (hi, that’s me!) along with some Brandwoven swag, computer and hardware, and benefit info from our Admin team. We craft a custom onboarding plan in Asana, prep our systems and tools, and share credentials in advance.

A few days before new team members start, they receive a detailed schedule of what to expect and, because caffeine makes everything better, a gift card (“Happy First Day, Coffee’s on Us!”).

A First Day That Feels Thoughtful

Your first day at Brandwoven is designed to create momentum without overwhelm. New team members meet with their manager, our CEO, their onboarding buddy, and members of our HR and Admin teams. They’re introduced to our org chart, Slack channels, SharePoint resources, Employee Handbook, and provided with key bookmarks to help them find their footing fast.

Relationships Are Part of the Job Description (and Our Values!)

We believe connection is foundational to our success. Each new team member is paired with an onboarding buddy for low-pressure meetups in their first week; think coffee chats, check-ins, and a friendly face to answer the “small stuff.”

Over the first 30 days, new hires meet every team member through 1:1 chats that build context and camaraderie. We also host social hours and open chats that give space for spontaneous team bonding.

Setting New Team Members Up for Success

Brandwoven’s onboarding strategy isn’t just focused on culture – it’s also about clarity. Each team has a tailored training plan to help new team members learn our tools, systems, and role expectations at their own pace. New team members are encouraged to shadow teammates, ask questions, and get their hands into the work early on.

A one-size-fits-all 30-60-90 plan doesn’t work for everyone, but we do use those milestones to check in, both from a performance and experience perspective.

Listening is Part of the Process

At 30, 60, and 90 days, our Director of People & Culture meets with each new team member to listen to feedback, identify gaps, and refine our onboarding strategy for future new hires’ experiences. Our Managers do the same. We continuously update our onboarding strategy based on this input; every voice helps us get better.

Small Details, Lasting Impact

Whether it’s lunch at the end of week one, a first-day coffee, or the warmth of a genuinely helpful team, we’ve found it’s often the little things that make a big difference. At Brandwoven, we want every new team member to feel seen, supported, and excited for what’s ahead! Because our onboarding strategy isn’t just about getting new team members started—it’s about feeling like they’re right where they’re supposed to be!