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Hiring is only half the battle. Now it’s about helping your new marketer truly find their feet. In a remote setup, thoughtful onboarding makes all the difference. Without it, new hires can feel lost, disconnected or unsure of how to make an impact.
Already lining up interviews? It’s worth checking out our guide to screening and interviewing for remote marketing roles. A solid process helps to save time and ensure you are prioritising candidates that are a strong fit for your brand and culture.
Here’s how to make their first few months smooth, meaningful and effective, for both your new hire and your team.
1. Start before day one
Don’t wait until their first login to show you’re prepared. A little planning ahead of day one can make a huge difference to how supported (and motivated) they feel.
- Send a simple welcome pack or onboarding doc so they feel expected.
- Share access to tools, logins and key documents ahead of time.
- Let them know what to expect in their first week and month.
- Introduce their onboarding buddy or main point of contact early.
This early prep sets the tone and helps them join with confidence, not confusion. It also reinforces what you outlined in your job description, and picks up naturally from your interview process.
2. Create a 30/60/90-day plan
Even the best hires need direction. A structured plan shows them what good looks like and when.
- Define learning goals, collaboration targets and early deliverables.
- Break the ramp-up into manageable stages — orientation, contribution, independence.
- Show how each stage connects to the team’s wider goals.
A phased plan helps them feel structured support and understand where they fit in the bigger picture.
4. Prioritise early wins
Confidence compounds. Give them a chance to contribute early on and they’ll settle in faster and stronger.
- Give a small project they can own within their first 2–3 weeks.
- Help them find momentum and feel valued without adding pressure.
- Publicly recognise progress, even if it’s just how they joined a meeting or shared an idea.
Quick wins build confidence and solidify their connection to the team.
5. Be deliberate about culture and connection
Don’t assume culture will just “show up” over Zoom. Make time to connect, share and build a sense of belonging, even asynchronously.
- Explain your team’s values and the way you work together.
- Introduce them to people in adjacent functions, not just marketing.
- Invite them into informal rituals like team catch-ups or async hangouts.
Connection still counts in remote environments. Intentional inclusion helps it stick.
6. Give feedback and support from day one
Good onboarding doesn’t just cover what they need to know. It shows that feedback and support are part of how your team works.
- Ask how they’re finding the onboarding process, not just their work.
- Share clear and kind feedback as they settle in.
- Make it safe for them to ask questions, adjust and grow.
Support isn’t just about performance. It’s about care, clarity and momentum. Feedback doesn’t stop after onboarding. It’s also a core part of how you manage remote marketing teams effectively.
Final tip: Onboarding is a shared job
Getting this right doesn’t fall on one person or team. Hiring managers, peers and leaders all play a part. A smooth onboarding doesn’t just help retention - it signals that your team shows up and sets people up to succeed.
Onboarding is just one part of building a great remote marketing team. See the full picture in our Employer’s Guide to Hiring for Remote Marketing Jobs.
Ready to start building out your team? Post your marketing jobs on Howard.
FAQs about onboarding remote marketing hires
Q: How long should onboarding last for a remote marketing role?
A: Aim for a 90-day onboarding plan. The first month is about orientation and learning, and the next two months are about building confidence, ownership and deeper integration.
Q: What tools help with onboarding remote marketers?
A: Tools like Notion for documentation, Slack for communication, Loom for screen walkthroughs and Trello or Asana for project tracking all help. The key is clarity and consistency, not the tool itself.
Q: What types of tasks should new hires start with?
A: Start small and scale up. Give them manageable projects at first, then gradually build up responsibility based on their comfort and capability.
