My best ever (virtual) onboarding experience

A great virtual onboarding experience runs in five stages: pre-boarding before day one, a structured first day, a first week of training and introductions, a first month of cultural induction, and a first 100 days focused on development. Research shows good onboarding increases retention by 82% and productivity by up to 70%.

Last reviewed July 2026.

This article walks through a real onboarding at Compono, stage by stage, as one of our new marketing team members experienced it. The onboarding happened partly in the office, but almost every step ran virtually, which is exactly how we onboard fully remote starters too.

Virtual onboarding earns its keep in a few ways:

1. It saves time. Most virtual onboarding assets are built once and reused, even as the workforce returns to the office.
2. It creates standardisation. Onboarding online means nothing important gets missed through human error.
3. It simplifies management. Online training is easier to host, distribute, manage and track.

Stage 1: pre-boarding, before day one

The experience starts the moment the job offer lands. Onboarding before the official start date is called pre-boarding, and a thorough one signals that the company is considerate and rigorous before the new starter has met anyone.

1. Digitally signing papers. Digital contracts let the new starter read their terms properly, fix errors, and complete emergency contact and superannuation forms before day one. Getting the paperwork out of the way early makes people feel part of the company before they officially start.
2. Getting informed. A first day is stressful without the basics: precise office location, parking, work hours and key points of contact. We also ask about hardware and software preferences upfront, like extra monitors or Mac versus Windows.
3. Digital access. Access to Slack and Gmail during pre-boarding lets new starters get familiar with company news and conversations early, which makes the first day feel like a return rather than an arrival.

Stage 2: the first day

If pre-boarding is the appetiser, the first day is the main course. People remember their first day at every job they have ever had, and it does more to set their impression of the culture than any values poster. Four things made this one work:

1. Team welcome. Our new starter was greeted in person by their direct supervisor, who had flown from Sydney to our Brisbane headquarters to onboard new team members, then had one-on-one virtual greetings with each member of the Sydney-based marketing team.
2. Welcome pack. A pack of Compono goodies was waiting on the desk: recycled PET lanyards, organic t-shirts, sustainable coffee and stainless steel mugs. For remote starters, we ship the pack to arrive on their first day.
3. Hardware setup. An adjustable desk, ergonomic chair, the MacBook Pro they had asked for during pre-boarding, plus mouse, keyboard and two extra monitors, all ready to go. This step gets neglected at a lot of companies, and new starters notice.
4. Software setup. Chrome, Slack, the Microsoft suite and security software came pre-installed, alongside invitations to the onboarding site, our digital learning platform and shared Google Drive folders.

Stage 3: the first week

The first week is about transitioning into the role and adapting to the culture. Two things mattered most:

1. Compliance training. Work health and safety, cybersecurity and workplace behaviour training ran as self-paced courses on our LMS. Standardised content with interactive components helps the knowledge stick, and a clean learner interface keeps it from feeling like a chore.

2. Informal introductions. Casual one-on-ones with team members through the week built the rapport that made later collaboration smoother. The team leader owns this step, so nobody misses their introduction.

Stage 4: the first month

Only so much fits in a week. Across weeks two to four, the focus shifts to role depth and company values.

1. Cultural onboarding. Understanding the company's vision, mission and values drives inclusion and alignment between individual effort and company goals. Gallup's research shows younger employees in particular work for purpose, not just a paycheck, so communicating purpose early is essential.

2. Formal and ongoing induction. Induction meetings covered work in progress and responsibilities, and a buddy pairing gave the new starter a standing channel for all the questions that come up between meetings.

Stage 5: the first 100 days

By 100 days, a well-onboarded employee is contributing and aligned with company values. Development should not stop there. LinkedIn's research found 94% of employees would stay longer at a company that invests in their career. Professional development is now an expectation, not a perk.

1. Upskilling. 70% of CEOs believe their companies lack the skills they need for tomorrow, and an IBM study found employees are 12 times as likely to leave if they cannot achieve their career goals at the company. Like 58% of the workforce, our new starter preferred self-paced online learning. Managers assigned initial courses on the LMS covering negotiation, teamwork, innovation and emotional intelligence, learned at the starter's own speed.

2. Feedback loop. New starters need to know how their performance is tracking and where to improve. They also stay longer where their voice matters and they can help shape the culture they joined.

Why this matters beyond one good experience

Across HR functions, digitalising development, including onboarding, is one of the biggest efficiency gains available. With more than 40% of the workforce favouring full-time remote work, a complete, well-designed remote onboarding process is a necessity rather than a nice-to-have. Welcome parties can move back to the office; the structured program works better online.

Frequently asked questions

What is pre-boarding?

Pre-boarding is everything that happens between the job offer and the official start date: digital contracts, forms, first-day logistics, equipment preferences and early access to communication tools like Slack and email.

How long should onboarding last?

Longer than the first week. A strong program runs through the first 100 days, moving from paperwork and setup to cultural induction, formal training and ongoing professional development.

Does virtual onboarding work as well as in-person?

For most steps, yes. Virtual onboarding standardises the process, makes training easier to track, and reuses assets across every new starter. Social moments like welcome gatherings still land better in person where possible.

Why does onboarding affect retention?

Research cited by Glassdoor shows a good onboarding experience increases retention by 82% and productivity by up to 70%, because early clarity, connection and development signal that the company is worth staying with.