An initial in-person period should have a defined learning purpose and a clear end. Use it to establish relationships, understand the work, and practice decisions that will later happen remotely.
Do not present a temporary arrangement as remote work while leaving open an unstated expectation of permanent onsite attendance.
Define what presence should accomplish
List the activities that benefit from being together: product immersion, hardware access, customer context, team planning, or close collaboration on an initial task.
For each, ask what the new hire should understand or be able to do afterward. A visit filled only with introductory meetings may not prepare someone for the actual work.
Write the arrangement
| Area | Clarification |
|---|---|
| Purpose | The learning or collaboration outcomes |
| Timing | The agreed start, duration, and end |
| Location | Where work will happen |
| Logistics | Who arranges and approves travel and accommodation |
| Working pattern | Expectations during and after the period |
| Support | The people available to help |
| Review | How the team checks readiness for the next phase |
Confirm practical and employment arrangements through the appropriate company process. Do not make assumptions about travel permission, work authorization, or reimbursement.
Plan work with real continuity
Choose an initial task that connects to the role and can continue after the visit. Give the hire a clear partner and enough documentation to avoid depending on informal conversations.
Schedule time to practice the communication habits the distributed team will use. Being together should help create those habits, not replace them.
Make the transition explicit
Before the period ends, review open questions, decision owners, access, and the next work priorities. Confirm how the hire will obtain help when colleagues are unavailable.
Ask what information was easy to learn in person but still needs to be written down.
Evaluate the purpose, not attendance
The useful question is whether the period established the intended understanding and working relationships. Physical presence alone does not demonstrate successful onboarding.
Use the asynchronous collaboration guide, onsite requirement guide, and onboarding plan. Discuss your hiring needs with Refery.