Onboarding & integration: successful recruitment does not stop at the signature
The first hundred days decide everything: that's where a recruit settles or starts looking elsewhere. Cadran Talents accompanies each recruited person, and his manager, until the end of the trial period, with regular step points and a replacement guarantee if things don't go as planned.
What is onboarding, and why does it matter so much?
Imagine the scene: a new collaborator arrives on Monday morning. His badge is not ready, his manager is on the move, no one has explained to him what is expected of him in three months. He leaves at night wondering if he made the right choice.
ThisIt's a failed onboarding. And it's much more common than anyone thinks.
L-boarding, or integration, means all the shares that accompany a new employee from the signing of his contract at the end of his trial period. Contrary to what it is Believes often, it is not played on the first day: it starts before the finish and continues during At least a hundred days.
For companies that recruit managers and experts, this phase is decisive. A courted candidate often keeps other options open during his or her trial period. An approximate reception, a position different from the advertised one or an absent manager is enough to get him to leave. That is precisely where we intervene.
You want to secure the arrival of a recruit? Let's talk about it.
How we do it: follow-up 100 days Cadran Talents
Forget the checklist sent by email and never reread. A good onboarding is alive, regular and respectful of everyone's time. Ours is based on short but frequent exchanges with the recruit and his manager, led by the consultant who followed the recruitment.
Our four-step integration journey
1. Before arrival: prepare the ground
Between the signature and the first day, the risk of withdrawal is real. We keep in touch with the recruit, we answer her questions and we help you prepare her arrival: material, access, presentation to the team, roadmap of the first weeks. On the first day, everything is ready.
2. The first weeks: regular exchanges
We do not wait until the end of the trial period to ask questions. Regular points with the recruit and with you allow to understand the Why initial difficulties. "Does the position correspond to what was presented?" "What do you miss to be effective?"The answers come quickly when a neutral third party asks the question.
3. Stage points: 30, 60 and 100 days
At each stage, we take stock with both parties of:
Clarity of objectives and priorities (are they realistic, are they understood?)
The relationship with the manager and the team (who helps, who stops?)
The means available (tools, training, time, access to the right people)
Overall feeling (motivation, doubts, desire to stay)
4. End of trial period: decide in confidence
Before the deadline, we will give you a summary of what we have observed and we will help you prepare for the confirmation interview. If the collaboration doesn't work, you know it early, and our replacement guarantee applies without discussion.
Remote or on-site
Your recruits work telework, in another city or in another country? We have adapted the device:
Video conferencing points: the recruit exchanges with his consultant from anywhere, in French or English
Onboarding outsourced: for companies that recruit continuously, within the framework of an RPO
On-site visits"Show us how a typical day goes," to find out what a call doesn't say
Mixed formulas: remote start, then face-to-face meetings at key moments
Why a structured onboarding changes everything
What the manager thinks, what the recruit is experiencing
| What the manager thinks | What the recruit is experiencing |
|---|---|
| "He knows what is expected of him" | Discover its goals after six weeks |
| "The team was well received" | Lunch alone for three weeks |
| "It has all the necessary equipment" | Always waits for access to the main software |
| "If there is a problem, he will talk about it" | Responds already to another recruitment firm |
See the difference? The manager sees intentions. The recruit saw the reality.
In our experience, a large part of the break-ups in the trial period are decided within the first six weeks, often for reasons that no one has spoken out. Structured monitoring allows them to be heard in time, when it is still simple to act.
The concrete benefits for your business
Reduce test breakage
A start during the trial period takes you back to square one, with lost weeks and a destabilized team. By identifying weak signals from the first points, we help you correct the shot before the recruit makes her decision.
Accelerating skill growth
A recruit who knows where she is going, who knows the right people and who has the right tools becomes operational much faster. What we do for the first hundred days translates directly into results for your team.
Protecting your investment
Our experience shows that accompanied recruitment during its first hundred days is much more likely to last. Simply because the problems are dealt with when they are still small, and not discovered during the initial interview.
Strengthening your employer brand
A well-received recruit talks about it around her, to former colleagues and to future candidates. Conversely, a failed integration is also told. Every successful onboarding is an argument for your next recruitment.
Ready to secure your next integrations? Let's talk about it.
Real situations that we have accompanied
The sales manager who wanted to leave on day 20
Recruited to develop a new region, he discovers that the promised budget has been frozen. At the point of the thirty days, he entrusts us that he plans to leave. We are organising a three-way exchange with the management, the budget is released in part and a clear timetable is set. He's still on duty three years later.
The telework developer, alone facing her screen
Remotely recruited for a scale-up, she had not met anyone physically after a month and was hesitant to stay. We offered the manager a weekly team ritual and a blend of integration. Two weeks later, she told us she was finally feeling in her place.
The manager arrived in the middle of a reorganization
His position had changed between the offer and the arrival. Rather than allowing the misunderstanding to settle, we helped both parties redefine the perimeter and objectives in black and white, and then adjust the compensation. The trial period was confirmed without difficulty.
When can I ask for our accompaniment?
It is particularly useful when you need to:
Integrating an executive or executive: the stakes are high and the manager does not always have the time to follow up
Hosting a recruit at a distance: when the link with the team is not created naturally
Reduce early turnover: when several departures during the trial period have already occurred
Accompanying relocation: when the recruit and her family change town or country
Structure your practices: when you grow up fast and each manager does its own way
Our replacement warranty
We believe in our method, and we assure it. For each recruitment we conduct, the guarantee provides:
A new search without fees if the recruit leaves the company during the trial period
The same guarantee if you end the trial period
A guarantee period specified in each proposal, adapted to the post level
A consultant who remains your interlocutor from the first day to the end of the guarantee
This guarantee is included in our fees and specified in each proposal, without any hidden clause or surprising condition.
Read why we believe that recruitment must become human again:
Integrate into international affairs: our strong point
This is where Cadran Talents becomes a real asset. To accompany integration in several countries traditionally means:
Manage one different provider per country
Compose with inconsistent hosting practices
Find out too late that a recruit abroad does not feel supported
Coordinate time zones and languages
Reconciling uncomparable returns
We have removed each of these difficulties.
A referent consultant. A method. As many countries as necessary. It's as simple as that.
Are you joining recruits in Lyon, Lisbon and Montreal? You will have an interlocutor who knows each situation, and step points conducted in the language of the recruit when necessary.
Let's talk about your multi-country integration
Accompaniment adapted to your budget
Yes, onboarding is asking for an investment. Here is how we make it cost-effective:
Included in our recruitments: 100-day follow-up is part of every mission we carry out
A la carte formula: to accompany recruits you found yourself
Progressive approach: start with critical posts, then expand
Multi-country efficiency: only one organization, no coordination costs doubled
Return on investment? Only one recruitment saved during his trial period reimburses largely the accompaniment of an entire year.
What you receive in practice
No theoretical relationship. You receive:
A plan for integration: prepared with the manager before arrival
Progress point reports30, 60 and 100 days, for the recruit and for you
Early Warnings: as soon as a weak signal appears, with a proposal for action
A summary of the end of the trial period: to make an informed decision
Recommendations for your managers: concrete, applicable from the next integration
The replacement guarantee: activated without discussion if necessary
All in short formats, which trigger decisions rather than readings.
Ready to succeed your next integrations?
A successful onboarding reveals what the recruit doesn't dare say and what the manager doesn't see. While others consider recruitment completed on signature, you secure the relationship until it is confirmed.
Whether you have a recruit to accompany or twenty, in a country or in ten, we take charge of coordination so that you can focus on the essentials: making the person you chose succeed.
A conversation. Follow-up everywhere. Just.
Launch your first follow-up 100 days
Frequently asked questions about onboarding and integration
What is the difference between onboarding and integration?
In practice, the two terms refer to the same thing: accompaniment by a new co-worker of the signature at the end of his trial period. Onboarding focuses on organisation (access, equipment, training), integration on the human dimension (team, manager, culture). Our 100-day follow-up covers both.
How long is the accompaniment?
A hundred days in general, which corresponds to most periods of frame testing, including renewal. The rhythm is as follows: contact before arrival, point at the end of the first week, then points at 30, 60 and 100 days, with intermediate exchanges if a weak signal appears.
Can accompaniment be done remotely?
Yes. The majority of stage points are conducted by telephone or video conferencing, which is perfectly suited for telework or foreign recruits. For leadership positions or sensitive integrations, we recommend at least one on-site meeting in the first few weeks.
Is the manager involved?
Always. An onboarding that bypasses the manager doesn't work. We prepare the integration plan with him, give him back every step and propose concrete actions. He remains the first person responsible for the success of his recruit, we simply give him the information and tools to act on time.
For what types of positions is this most useful?
For all, but the stakes are particularly strong for managers, managers and rare experts, whose replacement is expensive, as well as for remote or relocated recruits, who do not have the natural support of a physically present team. High-growth companies also use it to homogenize their practices.
How do you manage integration in other countries?
That's our specialty. Our consultants and local partners know the customs of each country, what is expected of a manager, what a recruit won't dare say and how to ask him. Step points are in the language of the recruit when it is useful, and you receive a unique synthesis, comparable from one country to another.
How does the replacement guarantee work?
If the recruit leaves the company or you terminate the trial period during the warranty period indicated in our proposal, we will re-launch the search at no additional fee. One customer gave us a sales manager who resigned after two months for personal reasons: his replacement was introduced three weeks later, without any additional invoice.
