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A first week sets expectations that last. New people learn in those days whether questions are welcome, whether colleagues make time for them and whether the company does what it says. For a consultancy the stakes run further, because the same people will soon sit at a client's table and represent the whole team.
Onboarding starts before the first day
The first impression forms before anyone walks through the door. At FORWARD, new starters receive all practical information by email a week before they begin: where to go, who to ask for, what the first days look like. It sounds basic, and it removes most of the first-day nerves.
One of our colleagues remembers the opposite from an internship elsewhere. She received the wrong address, arrived twenty minutes late and got a fifteen-minute rundown before being sent to a desk without meeting her team. She still describes it as the moment she understood why onboarding matters.
A buddy, a path and, for some roles, a coach
Every new hire at FORWARD starts with a buddy, a colleague who answers the small questions nobody wants to put to a manager. Alongside the buddy runs a structured onboarding path, so learning follows a plan instead of depending on who happens to be free that week.
Depending on the role, the path includes an intensive two-month guidance track with a dedicated coach. That matters most for people new to Salesforce or new to consultancy work, who need to learn the platform and the client side at the same time. We invest in both internal and external training, and new people get access to an online learning platform from their first days.
Meeting the tribe in the first weeks
Knowing the people matters as much as knowing the platform. New starters receive a welcome box on their first day, and their calendar fills with introductions to colleagues from different teams. Much of the rest happens at the coffee machine, where it quickly becomes clear how much people here care about their work.
Within the first weeks, new people join a monthly tribe meeting, with colleagues in the office and online together. Every month, our CEOs Bruno and Kevin also host drinks with about ten people from different teams, sometimes with bowling. It connects people who would otherwise rarely cross paths. The recruitment team that guided a candidate through the hiring process also checks that new tribe members feel at ease in those first weeks.
