Successfully onboarding a developer remotely

What this guide covers

Onboarding a developer who will not meet their team in person takes more preparation than a regular onboarding: remotely, strengths and weaknesses are amplified. This 12-page guide is written for CTOs, lead developers and engineering managers. It sets out six principles (preparation, closeness, curiosity, transparency, conviviality, written culture), which we detail in our article Successfully onboarding a developer working remotely, then walks through the process in eight steps. The PDF is in French; the summary below covers its key points.

The steps, from announcement to end of probation

1. Announce the arrival to the team

On a video call, present the new developer's background, level and role, and remind everyone that their integration is the whole team's job. Ship the equipment to their home (with a welcome note), send a clear start email and book a video call on the morning of day one.

2. The welcome meeting

Present the company, its values illustrated with concrete examples, and the ground rules as rights and duties. Hand over a precise schedule for day one, a precise one for the first week and an indicative one for the first month. Announce the half-day immersions in each team and the "fresh eyes" report expected about six weeks after the start date.

3. The end-of-day-one check-in

Around twenty minutes to listen, acknowledge the normal difficulties of a first remote day and end on an encouraging note. This is where the lead becomes a human reference as much as a technical one.

4. The first days

Meetings with the CTO, lead or PM, immersions in other teams, informal video time (virtual coffee, lunch, online games) and an icebreaker to get to know each other.

5. Full-remote good practices, day to day

From week two: access to tracking tools so everyone can see progress, shared technical and product KPIs, few tools to centralise information, agile rituals held without exception, code reviews done together on a call, and a clear rule for juniors: you are allowed to be stuck, you must say so early.

6. Regular video check-ins

Weekly or monthly: motivation, learnings, surprises, difficulties. The developer should speak at least 70% of the time.

7. The end-of-probation meeting

Schedule it ten days before the deadline, listen first, give factual feedback, announce the decision, then project the person onto upcoming projects.

8. Six mistakes to avoid

Not preparing the arrival, staying silent on the company's DNA and project, giving no overall picture, neglecting the welcome, turning onboarding into another job interview, and assigning a task with a hard deliverable too early.

Further reading

• Successfully onboarding a developer working remotely: the six principles in detail.
• On-site onboarding: our kit How to onboard your new hires?

FAQ

How do you onboard a full-remote developer?

The guide walks through eight steps: announce the arrival to the team, welcome meeting, end-of-day-one check-in, first days of immersion, day-to-day good practices, regular check-ins, end-of-probation meeting, and six mistakes to avoid.

What mistakes should you avoid when onboarding a developer remotely?

Not preparing their arrival, not talking about the company's DNA and project, giving no overall picture, neglecting the welcome, making them relive a job interview, and assigning a task with a hard deliverable too early.

When should the end-of-probation meeting take place?

The guide recommends inviting the developer about ten days before the probation period ends, with the meeting already in the schedule handed over on day one.