Here's the first-week checklist we use when placing developers with startup teams. It works whether your new hire is in the next time zone or eight hours away.

Before day one

• Accounts ready, not requested. Repo, CI, cloud console, issue tracker, chat, password manager. If access takes three days of tickets, that's three days of paid waiting.
• A working local setup doc. Have the last person who joined update it. If nobody can get the app running from the README in an hour, fix the README before the hire starts.
• A named buddy. Not the CTO. Someone at their level who expects questions and has time blocked to answer them.
• Agreed overlap hours. Write down the two to four hours when they'll be reachable live. Everything else is async by default.

Day one: ship something small

The best first-day task is a real change that goes all the way to production: a copy fix, a log message, a small test. The point isn't the code. It's proving that the whole pipeline (branch, review, CI, deploy) works for them, and giving them a win before lunch.

Days two to three: context, not just tickets

• A 30-minute walkthrough of the architecture, recorded so they can rewatch it.
• Where the bodies are buried: the flaky test, the service nobody wants to touch, the config that only works in staging.
• Who owns what, and who to ask when the owner is asleep.

Days four to five: first real ticket

Pick something scoped to two or three days, touching one area of the codebase. Pair on the kickoff, then let them run. Review the PR quickly; slow reviews are the fastest way to teach a remote developer that nobody is paying attention.

End of week one: a short written check-in

Three questions, answered in writing:

1. What slowed you down this week?
2. What's still unclear about how we work?
3. What would you change about this onboarding?

Fix the top answer before the next hire starts. Onboarding gets better every time if you let each new person improve it.

Why this matters more for remote teams

In an office, confusion is visible. Someone looks lost and a colleague walks over. Remotely, confusion is silent. A clear first week replaces that hallway correction with structure, and it's the cheapest retention tool you have.

We help startups hire vetted developers from 50+ countries at eDev. Developers placed through us have a 96% retention rate, and a deliberate first week is a big part of that.

What's on your first-week checklist that I missed?