The onboarding process is an overlooked element of hiring — but it is an important part of the process to get right, and when done the right way, allows your new employees to hit the ground running and contribute to your company from the start. The average employee onboarding process will take 30 – 90 days to get employees integrated into the company culture, and within that timeframe, an estimated 20% – 30% of new employees will quit and leave the company.
This reality makes an efficient onboarding process even more important for the success of tech companies that hire remote employees in emerging markets around the globe. But how do tech companies make the onboarding process more efficient? What steps do you need to take to improve the speed of your onboarding processes? The answer may be an Employer of Record. When you partner with an employer of record — like Truss —the average onboarding process takes 3 – 15 business days.
Tech companies that want to know — how long does it take to onboard remote employees with an EOR — will find the answers to their questions here with Truss and our end-to-end global employer of record services.
READ MORE: What Are the Real Costs of Global Hiring?
What Is the Onboarding Timeline with an EOR?
Tech startups and growing tech companies that hire talent in different parts of the world need to know how long it will take for a remote employee to join the team and improve productivity, making the onboarding timeline important to understand. Armed with a better understanding of the onboarding process and timeline, you can gain better insight into how an employer of record can save you time and make hiring more efficient. When you look beyond the initial days and weeks of the onboarding process, many tech companies follow a 30-60-90 Day Plan with phased transitions to help employees meet and exceed expectations as they start with their new company.
Here is a better look at the onboarding timeline when you partner with an employer of record:
1. Pre-Onboarding – Before Day 1
The initial step in the onboarding process is Pre-Onboarding and focuses on eliminating anxiety for your remote employees and making sure they have the tools they need to hit the ground running before they even join your team. Pre-Onboarding will provide employees with the contracts, tax documents, and benefits documents needed, and will involve shipping hardware to remote employees with the software access needed to start working on Day 1.
2. Orientation – Day 1
The first day of the onboarding process will involve orientation for remote employees and will serve as an official welcome to the team. This part of the onboarding process for U.S.-based tech companies will typically involve a virtual orientation that introduces employees to human resources, company policies, values, and benefits. A virtual stand-up meeting is a key part of orientation to help remote employees get to know the people they will be working with and their immediate team. In many cases — remote employees will be assigned a peer buddy to mentor them and help them navigate the first few weeks of employment.
3. Training – Week 1
With this part of the onboarding process, the focus shifts from understanding the basics of the company to learning the ins and outs of their individual position or department. The training element of the onboarding process may involve recorded videos about company processes, product and service overviews, manager 1-on-1 interviews to establish communication expectations, and first assignments for remote tech employees.
4. Establish a 30-60-90 Day Plan
When you have moved beyond the initial onboarding process, the next step is to establish a 30-60-90 day plan for remote employees. With each milestone on the onboarding timeline, employees will have to meet new expectations that are determined by the hiring company. The onboarding timeline may involve remote employees having a deep understanding of internal processes within the first 30 days, taking ownership of day-to-day responsibilities by day 60, and working independently and contributing to team goals by day 90. These are milestones you will need to establish for your remote workforce.
Key Factors that Impact the Onboarding Timeline with an EOR
The amount of time it takes to onboard remote employees with your tech company can vary based on a variety of factors when you hire and onboard new employees with an employer of record. Factors that can impact the onboarding process for remote employees include the employer of record infrastructure, internal approvals, and the country where you choose to hire remote tech talent.
- EOR Infrastructure: An employer of record provider — like Truss — that has an owned entity in the hiring country has the ability to onboard remote employees faster than an employer of record that may rely on third-party networks to onboard employees.
- Internal Approvals: Legal and financial approvals are an aspect of the onboarding process that can slow down the timeline for brand-new employees, and an employer of record with an established platform can simplify the internal approval process.
- Document Readiness: Missing or unprepared documents — like tax ID forms, background checks, or unsigned contracts — can slow down the onboarding process. With an established employer of record, these documents are prepared and ready to go when employees start the process.
- Hiring Country: Where you choose to hire remote employees can have an impact on the onboarding timeline for tech companies. The local labor laws will dictate many of the steps that need to be taken within the scope of the onboarding process and will influence how long the process takes.
READ MORE: How an EOR Reduces Hiring Costs for Tech Startups
Onboard New Employees with Truss as Your EOR
When U.S.-based tech companies make the decision to hire remote employees from around the globe, it is important to understand how a global employer of record provider — like Truss — can help you achieve your goals. With an end-to-end employer of record as your partner, your company will benefit from assistance in finding and recruiting new employees, writing employee contracts, onboarding remote employees more efficiently, and managing global payroll.
Truss has established itself as a premier employer of record provider in Central Asia, Eastern Europe, and the Caucasus. We have years of experience in the region as an employer of record that we will put to work to help you navigate the challenges of a global team and ensure your company remains compliant with the local labor laws. Backed by this experience and knowledge, Truss will help reduce the time it takes to onboard remote employees as your employer of record partner.
Contact Truss today to kickstart the onboarding process for your tech company!
