Technical Onboarding, Training, and Mentoring
summary
Onboarding prioritizes getting hires to deploy on day one by automating dev setup, using the last new hire to onboard the next, and running code labs and weekly shadowing; a four week scaffold (week one: env, notes, social; week two: history and team map; week three: weekly one on ones, goals, five minute teaching presentations; week four: co-pilot a larger project) aims to produce reliably independent engineers. Losing an employee costs ~1.5–2x salary, LinkedIn once lost productivity as headcount grew, Gmail began with a team of ~5–7. Bumper bowling sets safe boundaries for juniors and anyone can be part of onboarding.
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chapters (17)
- 0:00Diamond Sponsor
- 0:21Technical Onboarding, Training, and Mentoring
- 2:41Productivity
- 2:54Independence/Autonomy
- 3:43Confidence
- 6:29Company
- 7:23Team Debt
- 9:47Bonus! Diversity
- 16:35Onboarding Categories
- 17:20Week 1
- 19:13Week 2
- 21:15Week 3
- 23:07Week 4
- 24:16Beyond
- 25:53Assessment Categories
- 27:11Takeaways...
- 27:56Questions!
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