Week 1: setup and orientation
Access to all systems, introductions, an overview of your business and the role, and the first simple tasks. The goal is a smooth start and early small wins, not full productivity. Be available for questions.
Weeks 2–3: building competence
Hand over more tasks with documented processes, give feedback regularly, and start building their understanding of your customers and quirks. Mistakes here are normal and useful — they're how the person learns your standards.
Week 4: finding rhythm
By the end of the first month a good hire is handling their core tasks with less supervision and you're seeing real time back. Review how it's going, adjust scope, and set expectations for the months ahead.
Setting expectations for month two
By the end of the first month, a well-onboarded hire is handling their core tasks with less supervision and you're seeing real time back. Use the end of week four to review honestly: what's working, what needs adjusting, and what scope to add next. Setting clear expectations for the months ahead at this point turns a promising start into a lasting, productive relationship.
Frequently asked questions
What should the first 30 days of an offshore hire look like?
Week one: setup and orientation with simple first tasks. Weeks two-three: building competence with regular feedback. Week four: finding rhythm and handling core tasks more independently.
How much supervision do they need at first?
Frequent early — daily check-ins in week one, tapering as competence and trust build. Mistakes early are normal and are how the person learns your standards.
When will I see real productivity?
Usually by the end of the first month for core tasks, with the relationship deepening over the following months as they learn your business.