Onboarding at Sud HT: How we welcome and integrate our new talents
As soon as a new talent agrees to join us, we initiate a welcoming dynamic built on trust, active listening, and proximity. For us, onboarding is not just an HR formality — it’s the starting point of a meaningful human experience, thoughtfully designed to ensure that every new hire feels at home, thrives, and becomes a fully engaged part of our collective mission.
In a world where turnover and distance (remote work, client assignments) can undermine the sense of belonging, Sud HT turns onboarding into a key moment of connection and commitment — because we believe that a strong start is the foundation of a lasting and fulfilling collaboration.
Even before day one: Building the connection early On
The Sud HT experience starts the moment the contract is signed. From day one — or rather, even before — we take proactive steps to ensure our new joiners feel welcomed, supported, and genuinely expected.
What we do:
Welcome email: Outlining the next steps and required documents, but most importantly, written in a warm and friendly tone to break the ice.
Sending a Welcome Pack: Often includes Sud HT goodies (mug, notebook, stickers, T-shirt), an onboarding guide, or early access to some tools.
Connecting with the team: A quick intro message on Teams or even a short video call before the official start date to create that first human contact.
Assigning a buddy or mentor: Someone who reaches out before the newcomer arrives to suggest an informal chat and offer initial guidance.
Why it matters:
This early onboarding phase helps avoid the “dead time” between signing and starting. It boosts motivation, provides reassurance, and sends a strong message:
you’re not just joining a company — you’re already part of the team.
Day one: A smooth, Stress-free start
The first day at Sud HT isn’t just about paperwork. It’s a genuinely positive experience, carefully orchestrated to create the right conditions for a strong start.
What we put in place:
In-person (or remote) welcome session, with a human touch — team breakfast, coffee chat, and a personalized introduction.
Workstation or remote setup ready to go: laptop configured, access to all tools and platforms already granted.
Office tour (physical or virtual) to introduce spaces, teams, and how we work together day to day.
Initial meetings with the manager, assigned buddy, and direct team members to build early connections.
Intro to our culture, core values, strategic vision, and project management methods.
Why it matters:
Day one shouldn’t feel like a surprise test. When everything is ready and the welcome is warm, it builds trust, motivation, and a sense of belonging right from the start.
“I could tell they were really prepared for me. I felt expected, valued — and that made me want to get involved right away.”
The first week: A smooth and supportive immersion
We’ve designed a progressive onboarding program that allows each new team member to find their footing without pressure. The goal is to create a balanced rhythm between discovery, learning, and connection.
Key actions:
Personalized schedule for the first week: team meetings, internal training sessions, project overviews, and time for documentation.
Cross-functional introductions to various departments (Tech, HR, Sales, Admin, etc.).
Hands-on exploration of internal tools (Odoo, Teams, Planner…).
Time to pause, read, observe, and ask questions — no rush, just space to absorb.
Participation in a sprint review, project check-in, or team moment to get a feel for real-life collaboration.
Why it matters:
An onboarding that goes too fast can lead to stress, confusion, or disengagement.
A smooth immersion helps each person build confidence at their own pace, develop their skills mindfully, and feel competent without being overwhelmed.
Ongoing support: from buddy system to continuous feedback
At Sud HT, onboarding doesn’t end after a few days. It’s a process that evolves over time, supported by regular follow-ups and a culture of active listening.
What we’ve put in place:
A buddy or mentor, available daily for any informal or practical questions.
Regular check-ins with the manager at 1 week, 1 month, 3 months — and sometimes 6 months. These touchpoints help align expectations, share feedback, and set meaningful goals.
HR interviews to assess how well the experience matches the employee’s initial expectations.
A personalized skills development plan, with clear, achievable objectives to guide progression.
What difference it makes:
New hires are never left to figure things out alone. They feel supported, valued, and guided throughout their journey — which significantly lowers the risk of disengagement or early departure.
“Having someone other than my manager as a go-to person was really reassuring. And those regular check-ins helped me stay on track.”
What our new team members are saying
We regularly ask for feedback from new joiners — and their words say it all:
“I received real support and felt fully integrated from the very first week.”
“The onboarding experience was much more human than what I’ve seen elsewhere. People take the time to explain things and truly listen.”
“Even while working remotely, I was able to build strong connections with the team. It really gave me confidence.”
Conclusion: Could you be the next Sud HT talent?
Every journey is unique, but our promise remains the same:
to support you, value you, and help you grow.
Ready to join us?
Check out our current openings – or feel free to send us a spontaneous application.
We love curious minds!
