Onboarding of a new employee

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.

How to Hire Fast Without Compromising on Quality

Hiring fast doesn’t have to mean hiring wrong. If you’re growing a business or running a team that needs people yesterday, you already know the pressure. But speed doesn’t have to kill quality — not if you know where to cut corners and where to double down. Let’s talk real: the slow part isn’t always the candidate. It’s you. And yes — that’s fixable.

Cut Where It Hurts Least — The Process Bloat

Most hiring pipelines are filled with fluff. Too many rounds. Too many stakeholders. Too much second-guessing. Every extra step is a delay — and good candidates don’t wait.

If you need someone, move. Pre-decide what “good enough” looks like before you even post the job. Agree on the role’s must-haves, not in week two of interviews, but on day one. That way, when the right person shows up, you can say yes before someone else does.

Clear Criteria = Faster Decisions

Hiring drags when no one knows what they’re looking for. Or worse — when the goalposts keep moving. Clarity kills confusion, and confusion eats time.

Want to speed up? Write down your dealbreakers and your top three “must-haves.” Share them with everyone involved. No vague vibes, no “we’ll know it when we see it.” If you don’t have clear hiring criteria, you’re not ready to hire — you’re just wasting everyone’s time.

Hire for the Need, Not the Fantasy

Too many teams delay hiring because they’re chasing a “perfect” candidate who can do five jobs and scale with the company forever. Spoiler: that person doesn’t exist. And while you search, your team burns out.

You’re not hiring a dream — you’re hiring for a problem. Solve the problem in front of you. Find the person who can do this job now, not maybe grow into a VP in five years. The faster you focus on the real need, the faster the hire happens — and the better the results.

Speed Comes from Trust

Micromanaged hiring processes slow everything down. If every resume needs four approvals, and every offer needs a consensus call — you’re not hiring fast, you’re paralyzing your growth.

Build a system where someone is empowered to move. Trust your recruiter. Trust your hiring manager. Trust the process you put in place. The more you try to control every piece, the slower it goes — and the more great talent slips away.

Fast Doesn’t Mean Careless — It Means Decisive

Hiring quickly isn’t about rushing. It’s about removing friction. The best companies aren’t fast because they cut corners — they’re fast because they’re prepared. They know what they want, they spot it when it shows up, and they act on it.

So no — you don’t have to compromise on quality. But you do have to stop getting in your own way.

Onboarding of a new employee

How to Hire Fast Without Compromising on Quality