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Onboarding of a new employee

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Remember the relief of having someone to turn to on your first day on the job? Assigning a mentor or buddy can help new employees adapt easily. This person can help them ask questions, get support and learn about the company culture. A strong bond with a mentor can greatly reduce feelings of isolation. Assign an experienced employee to introduce the company and all processes; set a goal for them to befriend the new person. Competent onboarding is based on human friendships and then on responsibilities and control systems.

Be honest
Be honest with the employee about the stages of supervision and responsibilities. Tell them about the rules and about real situations. Be sure to tell him if you are going to monitor his calls or working hours.
Set the rules in advance

Imagine playing a game without knowing the rules. Frustrating, isn’t it? Remote employees need clarity on job expectations, performance metrics and communication norms. Schedule one-on-one or team meetings to discuss goals, responsibilities and career opportunities from the start.
Encourage integration into the team. Talk about traditions within the company.
Creating bonds remotely can be challenging. With employees scattered in different locations, how do you foster a sense of belonging? Encourage virtual team-building events, group projects, and casual conversations. Platforms like Slack and Zoom can be powerful tools for engagement beyond work tasks.
Supervise the employee regularly. Gentle supervision that is done systematically and from the very first day on the job saves a lot of time and monetary resources!
Ask for feedback.
It is also important to warn at once that there is no possibility to change EVERYTHING to the way a person wants it…. The fact that the manager is at least interested and tries to create a strategy of cooperation works here! Regular meetings-through video calls, weekly meetings, or feedback sessions-help employees feel supported and valued.

Managers should ask about concerns upfront and provide constructive feedback to ensure a smooth transition.


Effective remote onboarding isn’t just about sending a few emails and hoping for the best. It’s about creating an experience that makes employees feel empowered, connected and confident in their new role. So, what will you do to make your remote employees feel truly at home?
To keep them highly motivated and Truly engaged with your company and your brand! This is the task that you best think about before hiring…. And yes, in the internet environment, it is not easy, but it is possible! The fact that the manager is at least interested and tries to create a strategy of cooperation works here!
Contact us, and you will get your dream team.

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Daily life of a recruiter

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Inside the Life of a Recruiter: Why It’s One of the Most Demanding Professions

Recruiting may seem like a straightforward job from the outside—finding candidates, scheduling interviews, and filling open roles. But in reality, being a recruiter is one of the most mentally and emotionally challenging professions in today’s job market. The daily grind goes far beyond reading resumes and making calls.

Recruiters operate at the intersection of people, pressure, and performance. Every day begins with shifting priorities, constant emails, unexpected resignations, and hiring managers with urgent needs. It’s a role that demands extreme multitasking, as recruiters often juggle dozens of open positions, each with its own criteria, timelines, and decision-makers.

One of the hardest parts of the job is managing expectations from both sides. Candidates want fast feedback, competitive offers, and meaningful communication. Hiring managers want the perfect person — yesterday. Recruiters are constantly balancing human emotion with business urgency, trying to keep both parties satisfied while staying aligned with company goals and budgets.

Emotional resilience is essential. Rejection is part of the daily routine — for the candidate who doesn’t get the job and for the recruiter whose top prospect declines an offer. Recruiters face constant pressure to hit hiring targets, and every lost candidate can feel like a personal failure, even when the reasons are out of their control.

Time never seems to be enough. Between sourcing, screening, interviewing, negotiating, and reporting, the hours disappear quickly. And while technology has helped automate some tasks, recruiting is still deeply human work. It requires real conversations, intuition, and the ability to read between the lines — things no AI or system can fully replicate.

What many don’t see is the psychological toll of always being “on.” Recruiters are expected to stay upbeat, persuasive, and professional, even after a tough rejection call or a failed offer negotiation. Maintaining energy and empathy while facing constant change is one of the greatest challenges of the profession.

At its best, recruiting is incredibly rewarding. Helping someone land their dream job or bringing in a game-changing hire for a team feels amazing. But those wins are hard-earned, and often come after weeks or months of intense effort. Behind every successful placement is a story of persistence, pressure, and personal investment.

In the end, recruiting is more than just filling jobs — it’s about connecting people with purpose, navigating uncertainty with resilience, and building teams that shape the future. That’s what makes it both a difficult and deeply meaningful career.

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