There are some great resources on how to set up a well function onboarding process (see below).

The one thing to keep in mind, is that the onboarding starts as soon as a candidate first engages with you (marketing, first interview, etc).

Resources:

• Pillar.vc: https://www.pillar.vc/playlist/article/onboarding/ (somewhat US focused, includes hiring contract templates)
• First Round Capital: https://review.firstround.com/employee-onboarding-at-startups-is-broken-heres-how-to-fix-it/

Before start date

• Finalise all docs and add the hire to payroll/benefits.
• Ship laptop, peripherals and a small swag pack so they’re ready on Day 1.
• Spin up email, Slack and tool access; queue invites for first-week trainings.
• Share a 30-60-90 plan plus a one-pager on goals, contacts and key resources.
• Assign an onboarding buddy and schedule meet-and-greets with core teammates.
• Post a welcome note in Slack and pencil in a Day-1 coffee/lunch.
• Drop an onboarding guide/checklist in their inbox for easy self-navigation.

After start date

• Day 1: Founder vision session, handbook walk-through, workspace check.
• Week 1: Shadow key meetings, complete tool training, daily stand-ups + wrap-ups.
• Week 2-4: Tackle a quick-win project, lock in OKRs, keep peer 1-on-1s rolling.
• Build feedback loops: buddy check-ins, weekly manager 1-on-1s, short pulse survey.
• Run formal 30 / 60 / 90-day reviews to course-correct and refine the growth plan.