Onboarding: make the integration (and retention) of your talent a success

You have invested significant time and resources into finding the right profile. Do not let it go to waste with a poorly managed induction.

In France, as elsewhere, the first few months are critical: this is where talent retention is won or lost. An employee who feels unwelcome is an employee who leaves... or disengages quickly.

Structure my onboarding

Onboarding: A strategic process, not just an administrative checklist

We work with you to design an onboarding journey that turns your new hire into a high-performing, engaged team member.

1. Onboarding before Day One: pre-boarding

First-day stress is best managed in advance. To avoid the “empty desk” or missing laptop scenario, we manage the pre-boarding phase:

Administration secured: Contract signed, completion of the mandatory pre-employment declaration (DPAE), and collection of required hiring documents.

Logistics ready: Coordination of IT equipment and software access.

Communication: Announcement of the new hire’s arrival to the team to set the scene.

2. No “Copy and Paste”: tailored, nothing else

This is our key differentiator. We do not use a standard onboarding template.
Why? Because you don’t onboard the first employee of a start-up in the same way as the fiftieth employee of an SME.
We tailor the journey to your culture and company size:

For small organisations: A highly personalised welcome, direct interaction with founders, and a strong focus on quickly transmitting the company vision.
For structured teams: Implementation of a buddy system to facilitate both social and technical integration.

3. Day One and the first few months: structure and follow-up

Day-one onboarding is decisive (team introductions, tools training, cultural immersion). But onboarding is a marathon, not a sprint. We coordinate long-term follow-up to secure the probation period.

Structured feedback: We schedule progress reviews at 30, 60, and 90 days.

Measuring first impressions: We capture the employee’s feedback to adjust where necessary and improve internal processes.

Manager coordination: We support your managers in guiding the new hire’s skills development.

Why entrust your onboarding to HReact?

A failed onboarding process is costly (new recruitment, loss of productivity, negative impact on the team). With our support, you turn onboarding into a success: your employee feels expected, equipped and valued from the very first minute.

Open door for a successful new onboarding

Let’s discuss your context - first hires, rapid growth, international teams - and build together an onboarding experience that matches your ambitions.