New employee onboarding checklist

Include offer letter, NDA, non-compete (if applicable), tax forms, and direct deposit info.

Ensure everything is set up and tested before the start date. Include agency-standard software installations.

Set up company email, Slack/Teams account, and directory listing before their first day.

For in-office: clean desk, supplies, and welcome kit. For remote: ship equipment and provide stipend details.

Let the team know who is joining and when. Pair the new hire with an experienced team member for guidance.

Review the role, expectations, team structure, and first-week agenda. Make them feel valued from the start.

Show key locations (kitchen, meeting rooms) or walk through digital tools and where to find things.

Cover PTO, remote work policy, expense reporting, code of conduct, and communication expectations.

Schedule short introductory meetings or a team lunch. Provide context on each person's role.

Walk through benefits options, enrollment deadlines, and payroll schedule. Provide HR contact for questions.

Observe workflows, client interactions, and how the team collaborates. Builds context quickly.

Walk through project workflows, approval processes, naming conventions, and quality standards.

Start with foundational training for their discipline. Include agency-specific tools and methodologies.

Give them something meaningful but low-risk to work on. Builds confidence and demonstrates capability.

Ask how the week went. Address questions and concerns. Adjust the onboarding plan if needed.

Gradually increase responsibility. Pair with a senior team member for guidance and quality checks.

Define specific, measurable goals for each phase. Review and adjust with the employee.

Consistent check-ins during the first 90 days. Cover progress, blockers, feedback, and development.

What worked well? What was confusing? Use feedback to improve the process for future hires.

Formal review against 30-day goals. Provide constructive feedback and recognize early wins.

Add to relevant projects and teams. Walk through how the agency uses the tool for task management.

Show how to log hours, which codes to use, and the importance of accurate time tracking for billing.

Role-specific tools: Adobe Creative Suite, code repositories, analytics platforms, ad accounts, etc.

Set up their profile in the client portal. Define which client accounts they can view and manage.

Connect with other departments (sales, operations, creative). Understanding the full agency helps collaboration.

Include in team lunches, happy hours, and any regular team activities. Helps build relationships fast.

Help them understand the agency's identity and how culture influences daily work and client relationships.

The buddy answers day-to-day questions, provides context, and helps navigate unwritten cultural norms.

Discuss career paths, training budgets, conference allowances, and how promotions work at the agency.