New Job? How to Hack Your Onboarding Before Day 1

Starting a new job is a unique moment in your career—exciting, but potentially scary 😱. Everyone experiences it differently depending on their relationship with work, their personality, and their past experiences. Plus, there’s usually the pressure of a probation period, during which you can be dismissed without a specific cause (though, in reality, this is pretty rare).

You have to learn to work with new colleagues, master new tools, and get to grips with the methodologies used by the company and your new team. Fortunately, there are many things you can do before you arrive and during the first few months to make this integration seamless.

Here is my guide to hacking your own onboarding.

At the end of the recruitment process

Meeting on the premises

With recruitment processes becoming increasingly virtual, it is not uncommon to receive a written offer without ever setting foot in the office or physically meeting a single person.

I believe it is crucial to ask your future employer to meet some of your future colleagues on-site before signing. While this applies primarily to onsite or hybrid roles, the principle holds true for remote roles (ask for a virtual coffee!).

The Human Fit

Even though I’m an easy-going person, I’ve had occasions where I didn’t get along with former colleagues due to temperament, technical disagreements, or sensitive topics (shout out to politically charged discussions at the coffee machine that sent me running back to my desk). Generally, these aren’t insurmountable problems; friction can usually be resolved through discussion. However, sometimes the problem is deeper and can dampen the new experience.

In one past example, I had an interview with a potential manager who replied to my email via text message, offering a slot for a remote interview in 10 minutes. From the start, he was abrasive, firing a barrage of questions while reading my CV, barely letting me speak. The next day, he emailed to say my “lack of conciseness” prevented him from asking all his questions. He proposed another 30-minute onsite interview where I’d “better be efficient.” Unsurprisingly, I declined (plus, the commute was over an hour 😅).

In contrast, asking another employer for a casual coffee allowed me to project myself into the job, transforming my apprehension into impatience to start.

What’s the catch?

A job interview is like speed dating: both company and candidate try to seduce the other, highlighting their best features while consciously or unconsciously hiding the “red flags.” Meeting future colleagues in the limbo period between the offer and acceptance allows for informal exchanges. If there is a “catch,” it usually comes up quickly.

I once met a team I was set to manage before accepting the offer. During the chat, I learned the CEO was micromanaging the developers and dictating project management rules (imposing typical Scrum anti-patterns). This highlighted a major challenge of the role I hadn’t seen during the formal interview (because the CEO was watching me the whole time). With this info, I was able to accept the offer with my eyes open.

Discovering your new ‘almost’ home

Visiting the offices helps you mentally prepare for your daily life. Where are the teams located? Where is the coffee machine? (Crucial!). In my first job, I discovered too late that the “relaxation space” was just a €0.50 vending machine in the hallway.

Check for details: Is there bike storage? Is it a flex office or assigned desks? Are there lockers? Are monitors and keyboards readily available? Are there enough meeting rooms for 1:1s? These details have a real impact on your day-to-day happiness.

The Neighborhood Tour

Scout the area. Finding alternatives to overcrowded meeting rooms is a game-changer. A quiet café or a park nearby is perfect for 1:1s (getting away from the office creates a better bond). It also saves you from haggling with people who refuse to leave a booked room. If you’re a runner, look for nearby routes for a lunch break run or a local gym.

The Commute

Test the route at least once. You might discover that the “direct” line 13 on the Paris Metro is actually a nightmare of congestion 🚊. Or that a short distance “as the crow flies” actually requires three bus transfers.

I bike to work regardless of the weather (special mention to winter rides where you arrive soaking wet and freezing ❤️). I always test the route before accepting an offer to ensure it’s safe and manageable.

A few days before arriving: Preparation

The week before starting a new job feels like “back to school.” But instead of buying a fresh pencil case and notebook, I prepare a few digital assets to save time and organize myself during the chaotic first weeks.

Prepare a “Fresh Eyes” Report Template

When you’ve been at a company for years, you lose objectivity. A new employee has a neutral view. This feedback is invaluable for improving processes.

I systematically create a “Fresh Eyes Report” (or Rapport d’étonnement in French) where I note key dates, surprises, and areas for improvement. I use a Notion template, which I also share with every new recruit on my team.

Prepare a Password Vault

I am a huge fan of password managers (like 1Password, Dashlane, or Bitwarden). You will soon be configuring dozens of new accounts. To avoid creating the password Password123 that you promise to change later but never do, create a “Pro” vault. Use the generator to create secure but intelligible passwords for your laptop session.

Prepare an Arrival Checklist

It’s hard to make a generic list, but here is a solid starting point for a software engineer:

Week 1:

☑︎ Complete company onboarding and laptop setup.
☑︎ Configure messaging and tools (Slack, Notion, Jira, GitHub…).
☑︎ Check out the main code repositories.
☑︎ Validate objectives with your manager.

Week 2:

☑︎ Run the product locally.
☑︎ Train on the tech stack.
☑︎ Review a Pull Request (PR).
☑︎ Set up your calendar (blocks for deep work, 1:1s, etc.).
☑︎ Start 1:1s with team members (Part 1/2).

Week 3:

☑︎ Review team PRs.
☑︎ Finish 1:1s with team members.
☑︎ Continue tech training.
☑︎ Identify key stakeholders outside the team.

Week 4:

☑︎ Submit your first PR.
☑︎ Share your “Fresh Eyes Report” with your manager.

Prepare an Install Script

Installing your environment takes time. Automate it! I have a script that installs Homebrew, my software list (Slack, PyCharm, Spotify…), sets up Oh My Zsh, and configures my aliases. Here is my gist as an example.

Prepare a 1:1 Template

Remote 1:1s require a shared document. It ensures alignment and history. I use a minimalist Notion template to track agenda items, notes, and action items asynchronously.

Prepare a Personal Kanban

To navigate the chaos of the first few days, I use a personal Kanban board (Notion or Trello). It helps prioritize tasks when everything feels urgent.

During the first few weeks

Observe…

A piece of advice I received years ago: spend the first month observing. Even if you see inefficiencies you know how to fix, hold back.

Context: You don’t know why things are this way. Maybe your solution failed six months ago.
Politics: Changing things immediately can alienate your new team.
Focus: You have enough on your plate just learning the ropes.

Of course, if you see toxic behavior (discrimination, harassment), react immediately. But for process/tech, wait.

…and Take Notes

You will have a million questions about acronyms, code names, and legacy code. Don’t bombard your manager constantly. Write them down in a “Question Log” and address them in batches during your 1:1s.

Map the Organization

An org chart tells you who reports to whom, but it doesn’t tell you how work actually gets done. During your first month, try to identify:

The Historians: Who knows why the legacy code was written that way?
The Unblockers: Who in DevOps or IT can bypass a ticket queue to get you access fast?
The Influencers: Whose opinion sways the CTO?

I usually draw a mental (or private) map of these key players. It saves weeks of frustration when you need to push a project forward.

At the end of the first 30, 60, or 90 days

Check in regularly with your manager regarding your objectives. Review them together, update them based on your observations, and share your early wins. Taking the initiative to structure this relationship builds trust fast—and guarantees you’ll breeze through that probation period 🙂.

Conclusion: You are the owner of your onboarding

Too many people wait for the company to onboard them. The reality is: no one cares about your success as much as you do. By preparing your tools, your mindset, and your environment before you even walk through the door, you shift from being a passive new hire to an active contributor. Enjoy the fresh start!