How We Onboard New Hires at Dashlane

As Dashlane starts growing even faster in 2019, we on the People team have two goals that can sometimes compete: scaling our new hire onboarding across our Paris, New York, and Lisbon offices, and ensuring that you as a new hire have an exceptional—and personal—onboarding experience. 

Onboarding wheels start turning the minute you accept our offer. From acceptance until start date, our team collaborates with hiring managers, the IT department, and our office managers to create a personal onboarding plan for you, which includes practical information about the team, our culture, our values, and about what’s expected of every new Dashlaner as they get up to speed.

Before start date

Naturally, we make sure all the “office infrastructure”—like desks, computers, and office supplies—is in place for your first day.

A few days before your start date, you will receive detailed information about your first week, and your manager will notify everyone in the company of your arrival by sending some fun facts about you and inviting everyone to stop by and say hello. That’s when we usually find out who has recently binge-watched Games of Thrones or whether they identify as a dog- or cat-person. (Very important for everyone in the #dashlanepets Slack channel to know.)

First day

New Dashlaners arrive to a fully prepped desk and welcome pack of Dashlane swag. And since food is usually the perfect icebreaker, on your first day, you are treated to a lunch with your teammates.

First week

New Dashlaners meet their “onboarding buddy”—another Dashlaner who makes introductions, helps you learn unwritten office knowledge (the granola bars are hiding in a drawer!), and just provides you with a friend and touchpoint for questions in those first weeks.

Managers review a customized 30/60/90-day plan with you, which contains objectives to be completed throughout your first three months at Dashlane. To ensure that the onboarding is going according to plan, our People team checks in with you on your 15th day and guides you if there are any outstanding questions about your plan. 

First few weeks

The rest of the company learns more about you during your first global townhall because of a Dashlane tradition that nobody has managed to avoid yet—telling the company a funny story about yourself in 60 seconds. Everything is better when it starts with a laugh, and it’s a simple way to break down barriers across offices and languages.

We maintain a rotating schedule of onboarding sessions that are hosted by Dashlaners from different departments so that new team members have a chance to learn about the company from the perspective of other teams. Not only do you get to meet your coworkers in person or via Zoom video chat to find out what they’re working on, but you also get to connect with any new hires from other offices at the same time.

In each of our offices, we organize lunch with our CEO, Emmanuel Schalit. He’s passionate about meeting every new Dashlaner in person and finding out more about them. It’s also a perfect time for you to ask him anything, from his most embarrassing childhood story to Dashlane’s business goals.

And beyond… 

Beyond specific onboarding activities, we try come up with creative ways to immerse new hires in the business. One of the best examples of this is that every new hire spends a day as a customer support agent. During that exercise, our Customer Service & Support team guides you through the process of responding to customers, troubleshooting, and most importantly, learning about our product! 

We want to make sure that our new hires have the opportunity to bond with their team outside the office as well, so each team organizes a different outing or activity each quarter. Our favorites include escape rooms, bowling, and axe throwing. 

Since we nurture a culture of continuous improvement, we always want to hear about things we can do better. After 30 days at Dashlane, all new hires write an informal “Fresh Eyes” report where they voice their opinion on anything they think is worth sharing with us based on their experience so far. It’s a great way to find out what was meaningful to you, what surprised you the most, and what you’d like to see change in the future. Even if it’s just a suggestion to provide cold brew in our kitchen, we want to know. (And yes, we did get cold brew in our New York office.)

To gather more structured and quantifiable feedback, we use CultureAmp to send an official onboarding survey on the 80th day. This allows us to get comparable data and track progress on what has been implemented. 

There is nothing better than acting on feedback and seeing it pay off with happy new hire faces!