We asked industry experts to share one thing their company does to make new employees feel welcome and integrated — and how this contributes to a positive first impression. From personalized introductions to dedicated support systems, learn how organizations are reimagining the integration process to foster authentic connections and set new hires up for success.
- Foster Authentic Connections Through Core Values
- Break the Ice with Personalized Introductions
- Blend Onboarding Essentials with Social Touchpoints
- Dedicated Specialists Guide New Hires’ Journey
- Industry Buddies Share Real-World Supply Chain Insights
- Culture Ambassadors Build Psychological Safety
- Delight New Hires with Personalized Welcome Packs
- Showcase Human-Machine Synergy in Smart Manufacturing
- Facilitate Informal Team Connections from Day One
- Leaders Connect Directly with Every New Hire
- Buddy System Provides 90-Day Support Network
- Human Buddies Ease Transition for New Employees
- Team Lunches Welcome New Hires Informally
- Cross-Departmental Meetings Explain Interconnected Roles
- Best Friday Talks Integrate New Team Members
- AI Assistant Empowers New Hires Instantly
- Personalized Welcome Videos Ease First-Day Nerves
- Immerse New Hires in Customer Experience
How to create a welcoming company culture
Foster Authentic Connections Through Core Values
One of the first things we do with new employees is facilitate a core values conversation between them and their immediate team members. Rather than simply handing them a company handbook with our organizational values, we create space for everyone — including the new hire — to share their personal core values and discuss how those values show up in their work.
This practice serves multiple purposes. First, it signals to the new employee that we genuinely care about who they are as a person, not just what they can produce. Second, it helps existing team members understand the new hire’s motivations and working style from day one, which accelerates trust-building and collaboration.
What’s particularly powerful is that this isn’t a one-way orientation where we’re telling the new employee how to fit into our culture. Instead, we’re creating a mutual exchange where everyone learns something new about their colleagues. Often, the new hire brings fresh perspectives on values that enrich the entire team’s understanding.
This approach contributes to a positive first impression because it demonstrates that our culture isn’t something rigid that people need to conform to, but rather something dynamic that grows stronger with each person’s authentic contribution. New employees consistently tell us they’ve never experienced an onboarding process that made them feel so seen and valued for who they are, not just what they do.
It sets the tone that belonging here doesn’t require leaving parts of yourself at the door — it requires bringing your whole, authentic self to work.
Brian Stinson
Culture Engineer, The PEAK Fleet
Break the Ice with Personalized Introductions
First days leave a lasting impression on people. Therefore, we’ve designed our onboarding process to be structured, warm, and values-driven from start to finish. A dedicated onboarding specialist guides new hires through tools, systems, and expectations. However, equally important is how we bring our “One Team” value to life from day one. Every new teammate is given a small mission: to schedule brief introductions with key colleagues and exchange one fun fact about each other. While it may sound simple, this approach has a significant impact — you’re not just meeting job titles, you’re meeting people.
This early connection builds momentum quickly. It breaks the ice, sparks conversations, and reinforces the idea that they’re not just filling a role, but joining a team. I’ve observed how this one small task opens doors to quicker collaboration and smoother integration. It sets a tone that we care not only about performance but also about people.
Ann Kuss
CEO, Outstaff Your Team
Blend Onboarding Essentials with Social Touchpoints
One thing our company does to make new employees feel welcome and truly integrated is hosting a personalized “First Week Experience” that blends onboarding essentials with curated social touchpoints — something we deliberately designed to go beyond generic orientation slides and IT logins. From day one, each new hire is greeted not just with a laptop and HR packet, but with a welcome kit tailored to their role and personality (including a handwritten note from their team lead), a structured onboarding roadmap, and a rotating “buddy system” that pairs them with someone outside their department for the first 30 days.
What makes this approach impactful is the mix of practical support and human connection. New hires spend the first few days not only learning policies and platforms but also being gradually introduced to our culture through small rituals — such as “Coffee Roulette” (randomized 1:1 chats with teammates), team lunches, and a personalized Slack shoutout that includes fun facts the new hire shared pre-arrival. We also ensure that department heads — not just HR — are visible and involved in welcoming the person, whether through quick intro calls or casual team check-ins.
I remember one new marketing analyst who shared in her feedback that she was anxious about joining a remote-first team. But her onboarding buddy, a developer from another department, helped her navigate not just tools but also shared tips on culture, expectations, and unwritten norms. That connection helped her feel like part of the team from the start — even before she had her first performance review.
This level of intentionality helps foster psychological safety early. When people feel seen and supported as human beings — not just employee IDs — they’re more likely to speak up, ask questions, and bring ideas to the table. It also signals that you care about their success from day one, which boosts engagement and loyalty.
From a business standpoint, the ROI is real. We’ve seen a 40% increase in time-to-productivity compared to previous cohorts, and our 90-day retention rate is now over 95%. Employees who feel welcomed don’t just stay — they contribute faster and advocate harder.
In a competitive job market where culture is a key differentiator, making the first week feel intentional and human-centered isn’t just nice — it’s necessary. First impressions last, and if done right, they lay the foundation for lasting commitment.
Miriam Groom
CEO, Mindful Career Inc., Mindful Career Counselling
Dedicated Specialists Guide New Hires’ Journey
Starting a new job can be stressful and overwhelming: new people, new processes, new routines. We know how important it is to make the transition as smooth as possible and ensure that our onboarding process sets the right tone.
Onboarding is considered the first step in talent management and company culture because it sets the foundation for a new employee’s entire journey within the organization. It acts as a critical bridge between recruitment and actual job performance by not only introducing new hires to their roles but also immersing them in the company’s culture, values, and expectations. This early engagement fosters a sense of belonging, clarity, and confidence, which are crucial for long-term commitment and productivity.
One thing that really stands out for me is the approach of our onboarding specialists: for the first several days in the company, they play a vital role in making new team members feel integrated. They are the “best buddies” of newcomers, always ready to help and anticipate their needs and questions. The onboarding specialist position is separate from regular HR, and its focus is solely on integrating new people for the first 2-3 days in the company.
This way, they can fully concentrate on one task and give their undivided attention to our newcomers. Their approach is backed up by a thorough onboarding roadmap which consists of everything a new person needs to know when joining the team. All this information is presented through videos, policies, documentation, presentations, and also games, roleplays, and fun!
As we’ve learned through the years, focusing on providing the best onboarding for our newcomers has been effective in giving a great first impression, and the high onboarding satisfaction rate is proof of that.
Kseniia Savchenko
Chief People Officer, SupportYourApp
Industry Buddies Share Real-World Supply Chain Insights
We assign “Industry Buddies” who share personal supply chain experiences rather than just company procedures – this approach helps new team members understand the real-world context behind our specialized recruiting focus while building authentic relationships from day one.
Traditional onboarding focuses on policies, procedures, and system training that can feel overwhelming and impersonal. We pair every new hire with an experienced team member who shares stories about their own supply chain background — warehouse challenges they’ve faced, procurement negotiations they’ve led, or logistics problems they’ve solved.
This storytelling approach helps new employees understand why our industry expertise matters to clients and candidates. Instead of just learning about “cultural fit assessment,” they hear specific examples of how operational experience helps identify candidates who will thrive in manufacturing environments versus distribution centers.
The personal connection creates immediate belonging because new hires realize they’re joining a team of professionals who genuinely understand the industries we serve. One new recruiter told me that hearing about her buddy’s experience managing vendor relationships during supply disruptions helped her ask better qualifying questions during her first week.
The positive first impression comes from demonstrating that we value real expertise over generic recruiting skills. New team members feel confident that their industry knowledge and operational background contribute meaningful value rather than being just nice-to-have credentials.
Share stories, not just procedures — when you connect new employees to the authentic expertise that drives your business success, they feel valued for their knowledge while understanding their role’s true impact.
Friddy Hoegener
Co-Founder | Head of Recruiting, SCOPE Recruiting
Culture Ambassadors Build Psychological Safety
The first few days in any organization set the tone for how engaged an employee will feel in the long term. Integration goes beyond formal onboarding — it starts with building real human connections. Each new hire is paired with a “culture ambassador,” someone who has been in a similar role and understands both the professional and social dynamics of the workplace. This approach allows employees to feel supported and connected from day one, without the intimidation that often comes with navigating a new environment alone.
The result is more than just a warm welcome; it creates psychological safety. When people know there’s someone they can turn to for both small and big questions, confidence builds quickly, and collaboration becomes natural. This sense of belonging early on sets the foundation for higher engagement and retention, and it shows that the organization values individuals — not just their skill sets.
Anupa Rongala
CEO, Invensis Technologies
Delight New Hires with Personalized Welcome Packs
We treat our new hires just as we treat our customers — like special guests that we can’t wait to welcome! On their first day, every team member receives a personalized welcome pack full of our iconic treats, a handwritten card from me, and a handful of personalized items connected to their interests (which we definitely try to ask about in advance). Our intention isn’t just to go through the motions, but also to create an experience — one that demonstrates care, creativity, and connection.
We conduct a 30-minute “brand journey” call in their first week, sharing stories about the backgrounds of every product, our most memorable customer moments, and our emotional intent behind gifting culture. This helps the new team members connect their work with the joy we get to bring to our customers.
The outcome? New hires feel immediately valued, not just for their output, but for who they truly are. This builds emotional investment and pride, which shows in the way they speak about the company in their personal lives too.
My only advice is to make sure that your onboarding feels as much like your brand in action as possible. If delight is your product, then you can deliver delight from day one. First impressions are everything — not just for retention purposes, but to get employees to sell the concept of your brand even while they’re off duty.
Mary Case
Founder, The Happy Food Company
Showcase Human-Machine Synergy in Smart Manufacturing
We don’t just introduce new hires to machines — we bring them into the mindset of smart manufacturing. Every new team member, whether they’re on the floor or in engineering, starts by shadowing one of our live automation cells where CNC bending and robotics work side by side. It’s a fast, hands-on way to see how humans and machines really interact — not in theory, but on the production line.
I always point to a moment when an AI tool flagged a drop in part throughput, but it was a seasoned machinist who traced it to a subtle alignment issue the system missed. We share this story every time because it demonstrates the kind of balance we want new hires to see right away: technology can guide you, but it can’t replace your expertise. When someone joins our team, we show them exactly where their skills fit in — and why they matter. The first impression should never be just about the tools. It should be about the trust.
Cameron Lee
CEO, ACCURL
Facilitate Informal Team Connections from Day One
We focus on the relational touchpoints: virtual coffee chats, informal team syncs, and Friday wrap-ups to break down silos and help people feel connected to the team from day one. These are not passive introductions; they are designed to develop context and prompt real conversations. Such events provide a laid-back, no-pressure approach for new employees to mingle with coworkers. Rather than jumping into full-on meetings or a long onboarding session, we’re keeping things more casual by allowing new team members to organically engage with our team, see how we all work, and connect with our personalities.
Not only does it break the ice, but it also creates good relationships across departments that, in turn, result in improved team cohesion and performance. When these informal opportunities for connection are created, we’ve found that new hires are more likely to connect to the company culture and remain committed in the long term. It’s a tactic that makes onboarding better and helps new employees get a sense of what values and vibe a company possesses beyond the typical orientation sessions.
Matt Bowman
Founder, Thrive Local
Leaders Connect Directly with Every New Hire
I know how daunting it can be to walk into a new workplace, which is why we make the effort to break down our company hierarchy from the outset. Every new hire has a one-on-one sit-down with leaders from every department, providing them with the opportunity to ask any questions they have. It’s the clearest way to impress our purpose and direction on them and fill them with the same purpose and direction as they step into their role. The idea is to make every leader approachable and show that every member of our team is valued from day one.
Every role comes with a tailored onboarding playbook that introduces different teams, the learning paths the role follows, and regular check-ins for the first three months. Whether it’s a recent graduate or an industry stalwart, I want every new hire to have the same structure and clarity.
Esther Buttery
Director, CLIQ Marketing Content
Buddy System Provides 90-Day Support Network
We assign each new team member a dedicated buddy from day one. This person acts as their go-to resource for questions, company culture insights, and practical guidance during their first 90 days. The buddy system goes beyond standard HR orientation. Our buddies schedule regular check-ins, share insider tips about tools and processes, and help newcomers build relationships across departments. This approach creates an immediate support network that makes people feel valued from their first day.
This practice contributes to a positive first impression by showing that we invest in personal connections rather than just formal training. New employees see that we prioritize their success and comfort. The buddy relationship often evolves into lasting professional partnerships that strengthen our team dynamics. We’ve found that employees who go through this system report higher job satisfaction and stay with us longer. It demonstrates our commitment to building a collaborative environment where everyone has someone in their corner from the start.
Thulazshini Tamilchelvan
Content Workflow Coordinator, Team Lead, Ampifire
Human Buddies Ease Transition for New Employees
We assign every new hire a “Human Buddy” from day one, someone outside their team whose only role is to help them feel comfortable. It’s not a mentor or trainer. It is a peer who checks in casually, answers simple questions, and helps them settle in without pressure.
Most new hires won’t ask their manager where to find the cafeteria link or if they’re expected to keep their camera on all day. A buddy helps with those unspoken things. It reduces anxiety, builds trust early, and helps them feel part of the group faster.
This single step sets the tone. It tells them: “You’re not expected to know everything. You’re allowed to ask.”
Instead of trying to impress or stay silent, they open up. That changes everything about their first week and gives them the confidence to keep showing up as themselves.
Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia
Team Lunches Welcome New Hires Informally
One simple thing we do is take every new hire out to lunch on their first day. It’s not about talking shop — it’s about getting to know them as a person, introducing them to the team in a relaxed setting, and making sure they feel like part of the group right away. That first shared meal sets a friendly tone, helps break the ice, and leaves a strong impression that they’re joining a team that values connection as much as the work itself.
Trevor Perkins
Founder, PERK PR & Creative Agency
Cross-Departmental Meetings Explain Interconnected Roles
In our remote-first small business, we have each of our employees schedule a meeting with newcomers to explain how they’ll interact and impact each other’s work in our content creation and review processes. It not only helps give the newcomer a sense of scale, but it also helps them form an impression of the overall role they’ll play in our company. Most importantly, however, it sets the tone for how our co-workers will relate to each other as human beings.
Maurice Harary
CEO & Co-Founder, The Bid Lab
Best Friday Talks Integrate New Team Members
I’m the co-founder of a PR content distribution marketplace, and the marketing agency Livepage — together, we have over 100 remote team members. Culture is critical to us, so we continually invest in a solid onboarding process using LMS systems and with support from HR. However, some methods work even better.
For example, we regularly run a format called Best Friday, where anyone on the team can give a talk on any topic they like. As part of this format, before the main speaker begins, new team members typically provide a brief self-presentation. We help them make it fun and engaging — it really brings people together, and many teammates find shared interests on day one.
As a team from Ukraine and not working from a single office, we’ve also created an automatic “chat roulette” that randomly pairs people from different departments and suggests a conversation topic. In practice, this works really well: people enjoy these chats and get to know each other better, even while working remotely.
Mykhailo Shcherbachov
CMO, Collaborator
AI Assistant Empowers New Hires Instantly
Every new hire at our company receives a custom AI assistant trained on our internal documents, processes, and organizational structure. It’s like providing them with a personal onboarding coach from day one. They can ask anything — from “What does Arturo handle?” to “Where’s the sales deck?” — and receive instant answers.
This approach reduces ramp-up time by half and makes new team members feel confident, independent, and supported from the start. That kind of empowerment leaves a strong first impression.
LIAM LAWSON
COO, The AI Report
Personalized Welcome Videos Ease First-Day Nerves
We send a personalized welcome video from the team before their first day, introducing faces and sharing what to expect in week one. It breaks the ice and eases first-day nerves. New hires often mention it made them feel included before they even logged in. That early sense of belonging sets the tone for everything that follows.
Paul Bichsel
CEO, SuccessCX
Immerse New Hires in Customer Experience
All new employees spend a day working with the Customer Experience team and in our print-on-demand factory, picking, printing, and packing the products that are sent out to our customers. This brings them much closer to the end customer and the experience they have with our products and services, really helping them understand their pain points. It also creates better team cohesion as office-based workers can get to know factory-based workers, creating better cross-functional workflows, improving communication and avoiding silos.
Sara Debreceni
Platform Content Lead, Teemill Tech
