employee onboarding best practices: Steps to boost retention & productivity

Onboarding is your first, and best, opportunity to transform a promising new hire into a productive, engaged, and long-term team member. For B2B service businesses, where client relationships and specialized knowledge are paramount, a structured process isn't just a formality; it's a critical driver of profitability and growth. A great first impression can boost retention by over 80% and productivity by over 70%, yet many businesses still treat it as a one-day administrative sprint, leaving new talent feeling overwhelmed and disconnected.

This outdated approach, focused solely on compliance and paperwork, misses the mark entirely. Effective onboarding is a strategic process that builds connection, clarifies expectations, and accelerates a new hire's ability to contribute meaningfully. It’s the difference between an employee who feels supported and one who starts looking for their next opportunity within the first few months. The goal is to create a seamless transition that fosters loyalty and ensures your investment in top talent pays off.

This guide cuts through the noise, providing a comprehensive roundup of 10 actionable employee onboarding best practices. We’ve tailored these insights for B2B service businesses, focusing on practical implementation rather than generic advice. You will learn how to:

• Build a structured program with clear timelines from pre-boarding to the 90-day mark.
• Integrate new hires into your company culture with dedicated mentors and manager involvement.
• Streamline administrative tasks like payroll setup in Gusto or QuickBooks.
• Establish a system for regular feedback and continuous improvement of your onboarding program.

We'll cover the essential strategies, checklists, and communication templates that turn a new employee's first weeks into a foundation for lasting success.

1. Structured Onboarding Program with Clear Timeline

One of the most foundational employee onboarding best practices is to move away from ad-hoc, informal introductions and implement a formal, structured program. This involves creating a comprehensive, organized process that spans a defined period, typically the first 30, 60, or 90 days. It should map out specific milestones, learning objectives, and scheduled activities for each phase, ensuring every new hire receives a consistent, high-quality experience.

This structured approach transforms onboarding from a simple orientation into a strategic talent development initiative. By providing a clear roadmap, you eliminate the confusion and anxiety new hires often feel. They know exactly what to expect, what they need to learn, and how their performance will be measured from day one. This clarity empowers them to become productive and integrated members of the team faster. For B2B service businesses, where client relationships and specialized knowledge are paramount, this structured immersion is crucial for maintaining service quality and consistency.

How to Implement a Structured Program

• Create Role-Specific Checklists: Develop detailed checklists for each role that outline all tasks and training modules. This should cover everything from setting up software (like QuickBooks or your CRM) to understanding specific client communication protocols.
• Schedule Activities in Advance: Before the new hire’s first day, populate their calendar with key meetings, training sessions, and check-ins for their first few weeks. This demonstrates organization and respect for their time.
• Assign Clear Ownership: Every onboarding task, from IT setup to departmental introductions, should have a designated owner. This accountability prevents important steps from being missed.
• Document and Measure Milestones: Establish clear goals for the 30, 60, and 90-day marks. Use these milestones to conduct formal check-ins, review progress, and gather feedback on the onboarding process itself.

Key Insight: A structured program's success lies in its predictability. When new employees see a well-defined plan, it builds immediate trust in the organization's processes and leadership.

2. Assign a Dedicated Onboarding Buddy or Mentor

Beyond formal training and managerial check-ins, one of the most impactful employee onboarding best practices is to assign a dedicated onboarding buddy or mentor. This peer-to-peer relationship provides the new hire with a safe, informal resource for asking practical questions they might be hesitant to ask their manager, like "What's the unwritten rule for Slack responses?" or "Who is the best person to ask about expense reports?"

The buddy acts as a cultural ambassador and a friendly face, helping the new employee navigate social dynamics, team norms, and office logistics. This personal connection accelerates social integration and fosters a sense of belonging from the very first week. For a B2B service firm, where understanding internal collaboration is key to delivering seamless client work, a buddy can demystify informal communication channels and processes, leading to faster integration into project workflows.

How to Implement an Onboarding Buddy Program

• Select Buddies Thoughtfully: Choose experienced, patient, and positive employees who genuinely want to help. Look for strong communicators who exemplify your company culture, not just top performers.
• Provide Clear Guidelines: Equip buddies with a simple checklist of their responsibilities. This could include scheduling a welcome lunch, introducing the new hire to key team members, and explaining unspoken team norms.
• Make Intentional Pairings: Match buddies based on factors beyond just their department. Consider shared interests, communication styles, or similar career paths to foster a more natural and effective connection.
• Recognize and Reward Participation: Formally acknowledge the contributions of your onboarding buddies. This could be through a small bonus, public recognition in a company meeting, or a special mention in their performance review, reinforcing the value of mentorship.

Key Insight: A buddy system addresses the social and cultural aspects of onboarding that a formal program often misses. This human connection is crucial for retention and building a supportive work environment.

3. Pre-Boarding Communication and Preparation

One of the most impactful employee onboarding best practices is to start the process before the new hire’s first day. Pre-boarding involves engaging with new employees from the moment they accept the offer until they walk through the door. This proactive communication and preparation phase is designed to reduce first-day anxiety, build excitement, and handle administrative tasks early, ensuring the employee feels valued and can focus on integration from day one.

This approach transforms the uncertain period between offer acceptance and the start date into a productive and welcoming experience. Instead of radio silence, the new hire receives a steady stream of helpful information and warm introductions, confirming they made the right choice. For B2B service firms, where an employee's confidence and preparedness directly impact client interactions, this initial phase sets the stage for a smoother transition into their role and a faster path to contributing value.

How to Implement Pre-Boarding Communication

• Create a Pre-Boarding Checklist: Develop a timeline-based checklist that starts immediately after the offer is accepted. This should include sending a welcome email, initiating IT setup, and scheduling key introductions.
• Send a Welcome Package: Go beyond a simple email. A company-branded package with some swag, a welcome note from the CEO or team lead, and a detailed first-week agenda makes a powerful first impression.
• Complete Paperwork Digitally: Use platforms like Gusto to send and complete all necessary HR and payroll documents online. This frees up the first day for more meaningful activities than filling out forms. Similar to how businesses get organized ahead of tax season, clearing these administrative hurdles early is a key to efficiency. For more insights on financial readiness, you can learn how to prepare your business for tax season.
• Provide Logistical Information: A week before their start date, send a detailed email covering everything they need to know: parking instructions, building access, the dress code, where to go, who to ask for, and a schedule for their first day.

Key Insight: The pre-boarding experience is your first and best opportunity to demonstrate your company culture and operational excellence. A thoughtful, organized process communicates that you are invested in your new hire’s success from the very beginning.

4. Comprehensive Training Program with Role-Specific Content

Beyond a general company orientation, one of the most critical employee onboarding best practices is developing a comprehensive training program that is tailored to the new hire's specific role. This dual-track approach ensures employees receive both the broad, foundational knowledge about the company’s mission and values, alongside the deep, functional skills required to excel in their unique position. It bridges the gap between understanding the company’s "why" and mastering the "how" of their daily responsibilities.

For B2B service firms, this specificity is not just beneficial; it is essential. A consultant needs to master your proprietary methodology, while a bookkeeper must understand your exact chart of accounts in QuickBooks. A generic training plan fails to equip them for the high-stakes, client-facing work they will perform. Tailored content accelerates their path to full productivity and ensures a consistent, high-quality client experience from every team member.

How to Implement a Comprehensive Training Program

• Create a Blended Learning Curriculum: Combine different formats to keep training engaging. Use on-demand videos for company-wide policies, live virtual sessions for interactive software training (like Gusto or a CRM), and hands-on projects for practical application.
• Prioritize Essential Information: Differentiate between "need-to-know" information for the first 30 days and "nice-to-know" information for later. Overwhelming new hires with too much data at once is counterproductive.
• Facilitate Job Shadowing: Schedule time for the new employee to shadow experienced colleagues. This provides invaluable context and allows them to see best practices in action, which is far more effective than just reading a manual.
• Develop Job Aids and Reference Guides: Create quick-reference guides, process checklists, and templates that new hires can use to perform tasks independently after their initial training is complete. This empowers them and reduces reliance on others for simple questions.

Key Insight: Role-specific training demonstrates a direct investment in the new hire's success. It shows that you understand the nuances of their job and are committed to giving them the precise tools they need to succeed.

5. Manager Engagement and Ownership of Onboarding

While HR can orchestrate the overall process, the new hire's direct manager is the single most critical factor in their onboarding success. This best practice shifts responsibility from a centralized department to the manager, who is best positioned to connect organizational goals with the specific demands of the role. Manager-led onboarding ensures that the new employee receives consistent guidance, contextual feedback, and a clear understanding of their team's immediate priorities and culture.

This hands-on approach directly impacts engagement and retention, as confirmed by Gallup research showing managers account for at least 70% of the variance in employee engagement scores. When a manager personally invests in setting goals, facilitating introductions, and providing regular feedback from day one, it builds a foundation of psychological safety and trust. For B2B service firms, this relationship is vital; a well-coached new hire can more quickly grasp client nuances and contribute to projects, directly impacting service delivery and profitability.

How to Implement Manager-Led Onboarding

• Provide Managers with an Onboarding Toolkit: Equip managers with a dedicated toolkit that includes a checklist of their responsibilities, conversation starters for 1-on-1s, a template for a 30-60-90 day plan, and key departmental information to share.
• Train Managers on Their Onboarding Role: Don't assume managers instinctively know how to onboard effectively. Hold training sessions on setting clear expectations, giving constructive feedback, and fostering an inclusive team environment for new hires.
• Schedule Recurring 1-on-1s in Advance: The manager should pre-schedule weekly 1-on-1 meetings on the new hire’s calendar for at least the first 90 days. This establishes a reliable cadence for communication and support.
• Hold Managers Accountable for New Hire Success: Link manager performance reviews to new hire retention and 90-day performance metrics. This creates clear accountability and reinforces the importance of their role in the process.

Key Insight: A new hire's primary relationship is with their manager, not the company. Empowering managers to own the onboarding experience is the most direct way to ensure a new employee feels supported, valued, and aligned with their team's objectives.

6. Clear Communication of Company Culture and Values

Beyond processes and tasks, one of the most vital employee onboarding best practices is the deliberate and intentional communication of your company culture. This means moving past a simple mention of "our values" on a slide deck and creating an immersive experience where new hires truly understand the behavioral norms, unwritten rules, and core principles that define how your organization operates. It’s about showing, not just telling, what it means to be part of the team.

This cultural immersion is what transforms a new employee into a true team member who makes decisions aligned with the company’s identity. For B2B service firms, where brand reputation and client trust are built on every interaction, having employees who embody the company’s values is a powerful competitive advantage. When a new consultant or account manager understands the cultural emphasis on client-centricity or radical transparency from day one, their actions naturally reinforce that brand promise.

How to Implement Cultural Onboarding

• Involve C-Level Leadership: Schedule a session where a founder or C-level executive shares the company's origin story, the "why" behind its mission, and personal anecdotes that bring the values to life. This high-level exposure demonstrates that culture is a priority.
• Create a Culture Deck or Book: Develop a compelling document, like Netflix's famous culture deck, that outlines your values with concrete behavioral examples. Explain what living each value looks like in day-to-day work, client interactions, and internal meetings.
• Facilitate Cultural Immersion Activities: Organize activities that reflect your culture. If collaboration is a key value, set up a cross-departmental "scavenger hunt" for information. If it’s innovation, host a mini-brainstorming session on a real business challenge.
• Showcase Cultural Heroes: Share stories of current employees who exemplify your core values. This could be in a team meeting shout-out or a dedicated segment in the onboarding program. This makes abstract values tangible and aspirational.

Key Insight: Culture isn't learned from a handbook; it's absorbed through stories, experiences, and interactions. Intentional cultural onboarding ensures new hires absorb the right messages from the very beginning.

7. Regular Feedback and Check-ins Throughout Onboarding

Onboarding is not a "set it and forget it" process. One of the most critical employee onboarding best practices is establishing a cadence of regular, structured feedback and check-in sessions. This moves beyond the occasional "how's it going?" to a formal system of communication at key intervals, such as the end of the first week, 30 days, 60 days, and 90 days. These meetings are dedicated opportunities to assess progress, clarify expectations, identify roadblocks, and reinforce company culture.

This proactive approach to communication ensures new hires never feel isolated or unsure of their performance. By creating a safe, consistent space for dialogue, you can address minor issues before they become major problems and make real-time adjustments to their training or support plan. For B2B service firms where performance directly impacts client satisfaction, this continuous feedback loop is essential for aligning the new hire with service standards and accelerating their path to becoming a valuable, client-facing team member.

How to Implement Regular Check-ins

• Schedule Sessions in Advance: As part of the initial onboarding plan, book all 30, 60, and 90-day check-ins on the new hire’s calendar. This signals that their development is a priority and institutionalizes the feedback process from day one.
• Use a Consistent Framework: Implement a simple, repeatable agenda for each check-in. Cover key areas like progress against goals, recent wins, current challenges, and questions they have. This structure ensures every conversation is productive and comprehensive.
• Focus on Two-Way Dialogue: These meetings are as much about listening as they are about talking. Ask open-ended questions like, "What's one thing that would make your job easier right now?" or "What has been the biggest surprise so far?" to uncover valuable insights.
• Document and Follow Up: Keep notes on the discussion, document agreed-upon action items, and share them with the employee. This creates accountability and provides a clear record of their onboarding journey and the support provided.

Key Insight: Consistent check-ins transform onboarding from a one-time event into an ongoing developmental conversation, building a foundation of trust and psychological safety that boosts long-term retention.

8. Inclusive Onboarding Designed for Diverse Needs

An effective onboarding process must be an equitable one. Designing an inclusive experience that accommodates diverse learning styles, accessibility needs, cultural backgrounds, and perspectives is a critical employee onboarding best practice. This means intentionally moving beyond a one-size-fits-all approach to ensure every new employee feels welcomed, valued, and equipped for success from their very first interaction with your company.

This approach acknowledges that new hires bring unique experiences and needs. For B2B service businesses, where innovation and client problem-solving depend on diverse viewpoints, fostering an inclusive environment from day one is a strategic advantage. It signals to new hires that their individuality is an asset, which accelerates psychological safety and encourages them to contribute their best ideas sooner. Initiatives like Microsoft's inclusive onboarding, which focuses on accessibility, demonstrate a powerful commitment to this principle.

How to Implement an Inclusive Program

• Audit for Accessibility: Review all onboarding materials, from videos to documents, for accessibility gaps. Ensure videos have accurate captions, documents are screen-reader friendly, and platforms accommodate different needs.
• Offer Flexible Formats: Provide information in various formats to cater to different learning styles. Supplement written guides with video tutorials, live Q&A sessions, and self-paced modules. Offer flexible scheduling for onboarding activities where possible.
• Ask About Accommodations: Proactively and privately ask new hires if they require any specific accommodations to make their onboarding experience successful. This simple question shows you care and are prepared to support them.
• Diversify Onboarding Content: Ensure your training materials, presentations, and welcome videos feature diverse voices, faces, and perspectives. This representation helps new hires from all backgrounds see themselves as part of the organization.

Key Insight: Inclusivity isn’t just about compliance; it's about connection. An inclusive onboarding process is your first and best opportunity to show new employees that they truly belong.

9. Technology and Systems Setup for Seamless Access

Nothing halts a new hire's momentum faster than technology issues on day one. A critical employee onboarding best practice is to ensure all necessary hardware, software access, and system logins are fully provisioned before the employee arrives. This proactive approach eliminates frustrating delays and sends a powerful message that the organization is prepared, efficient, and values the new team member's time.

For a B2B service business, immediate access to systems like your CRM, project management tools, and communication platforms (like Slack or Teams) is non-negotiable. When an employee can log in and start familiarizing themselves with key tools immediately, they can begin contributing to client-facing work much sooner. This seamless tech integration transforms their first day from a series of IT tickets into a productive learning experience, setting a positive tone for their entire tenure.

How to Implement a Seamless Tech Setup

• Create an IT Onboarding Checklist by Role: Document every piece of hardware, software license, and system access needed for each specific position. This includes access to essential platforms like your payroll system; for guidance, you can learn more about how to set up payroll for a small business.
• Use Identity Management Systems: Tools like Okta or Azure AD can automate the provisioning and de-provisioning of access across multiple applications. This reduces manual effort and minimizes security risks.
• Prepare and Test Everything in Advance: Begin the setup process at least one week before the start date. On the morning of day one, have an IT team member log in to the new hire’s accounts to confirm everything works as expected.
• Provide a "Tech Welcome Guide": Send a simple guide ahead of time that lists key systems, login URLs, and initial passwords. Include contact information for IT support and their hours of availability for any immediate questions.

Key Insight: A flawless technology setup on day one is a tangible demonstration of your company's competence and respect for the new employee. It removes barriers and empowers them to engage from the very first hour.

10. Measurement and Continuous Improvement of Onboarding Program

One of the most critical employee onboarding best practices is treating your program not as a static checklist but as a living system that requires measurement and refinement. A data-driven approach allows you to move beyond assumptions and systematically evaluate what’s working and what isn’t. This involves establishing key performance indicators (KPIs), collecting consistent feedback, and using that data to make iterative improvements, ensuring your onboarding process evolves with your business and continues to deliver a strong return on investment.

This commitment to continuous improvement transforms your onboarding from a one-time administrative task into a strategic advantage. For B2B service firms, where employee competence directly impacts client satisfaction and retention, an optimized onboarding program is non-negotiable. By tracking metrics like time-to-productivity and new hire turnover, you can directly link the effectiveness of your onboarding to bottom-line business outcomes. This proves the value of your efforts and identifies areas for targeted enhancements, such as improving technical training or clarifying client communication protocols.

How to Implement Measurement and Improvement

• Establish Key Onboarding Metrics: Define the KPIs you will track. Core metrics include time-to-full-productivity, new hire satisfaction scores (from surveys), voluntary turnover rates within the first year, and hiring manager satisfaction ratings.
• Systematize Feedback Collection: Implement automated surveys sent to new hires at the 30, 60, and 90-day marks. Ask specific questions about their training, the support they received, and their overall experience to gather actionable insights.
• Analyze and Review Data Quarterly: Schedule regular reviews of your onboarding data. Look for trends and patterns. For example, if new hires from a specific department consistently report feeling unprepared, it signals a need to revise that team's role-specific training.
• Budget for Program Enhancements: Use your findings to justify investments in better tools, training content, or resources. Allocating funds for these improvements is a key part of an effective budget for a small business that prioritizes talent development.

Key Insight: The goal isn't just to collect data, but to use it to tell a story about your onboarding effectiveness. When you can show leadership a 15% reduction in new hire turnover after a program update, the value becomes undeniable.

10-Point Employee Onboarding Comparison

Approach	🔄 Complexity	⚡ Resource Requirements	📊⭐ Expected Outcomes	💡 Ideal Use Cases	⭐ Key Advantages
Structured Onboarding Program with Clear Timeline	🔄 High — detailed planning & cross-team coordination	⚡ High — dedicated staff, materials, tracking tools	📊 ⭐⭐⭐ — consistent results; faster time-to-productivity; improved retention	💡 Mid–large orgs, high-volume hiring, complex roles	⭐ Measurable milestones; role-specific clarity
Assign a Dedicated Onboarding Buddy or Mentor	🔄 Medium — pairing, guidelines, training	⚡ Low–Med — time from experienced staff	📊 ⭐⭐ — faster cultural integration; higher engagement	💡 Small teams, culture-led firms, peer-supported roles	⭐ Personal support; reduces manager burden
Pre-Boarding Communication and Preparation	🔄 Medium — cross-department coordination	⚡ Med — communications, IT prep, logistics	📊 ⭐⭐ — reduced day‑one anxiety; quicker ramp-up	💡 Remote hires; roles requiring early admin or IT setup	⭐ Positive first impression; saves day‑one time
Comprehensive Training Program with Role-Specific Content	🔄 High — content development, assessments	⚡ High — trainers, platforms, hours (40–50h first month)	📊 ⭐⭐⭐ — accelerated competency; fewer errors; compliance	💡 Technical, regulated, or specialist roles; scalable orgs	⭐ Measurable skill development; scalable training
Manager Engagement and Ownership of Onboarding	🔄 Med — manager training and structured check‑ins	⚡ Med — manager time, toolkits	📊 ⭐⭐⭐ — higher retention; alignment to business goals	💡 Roles needing close supervision; leadership‑driven cultures	⭐ Accountability; faster role proficiency
Clear Communication of Company Culture and Values	🔄 Med — storytelling, leadership involvement	⚡ Low–Med — events, materials, leader time	📊 ⭐⭐ — improved cultural fit and belonging	💡 Culture-first companies; employer-branding focus	⭐ Stronger belonging; clearer behavioral norms
Regular Feedback and Check‑ins Throughout Onboarding	🔄 Low–Med — scheduling and feedback frameworks	⚡ Low — manager time, templates	📊 ⭐⭐ — early issue detection; improved morale	💡 Any org focused on retention and continuous development	⭐ Enables course correction; transparent progress
Inclusive Onboarding Designed for Diverse Needs	🔄 High — accessibility, localization, multiple formats	⚡ High — translation, accessibility tools, training	📊 ⭐⭐ — better retention of diverse talent; greater inclusion	💡 Global/remote teams; DEI-focused organizations	⭐ Broader talent retention; accessibility compliance
Technology and Systems Setup for Seamless Access	🔄 Med — IT coordination and provisioning	⚡ Med — IT time, identity & device management	📊 ⭐⭐ — eliminates day‑one delays; improves security	💡 Tech-heavy roles; remote hires; developer teams	⭐ Immediate productivity; fewer IT support tickets
Measurement and Continuous Improvement of Onboarding Program	🔄 Med — data collection, analysis, reviews	⚡ Med — analytics tools, surveys, analyst time	📊 ⭐⭐⭐ — data-driven optimizations; ROI visibility	💡 Scaling orgs; programs needing evidence-based updates	⭐ Identifies gaps; informs continuous improvements

Turn Your Onboarding into a Competitive Advantage

Implementing these employee onboarding best practices is not merely about checking boxes on a new hire checklist. It is a fundamental shift in perspective, transforming onboarding from a transactional, administrative process into a strategic, long-term investment in your company’s most valuable asset: its people. For B2B service businesses, where expertise and client relationships are the core product, this investment yields immediate and exponential returns. A well-executed onboarding program is the first, most powerful statement you make about your company culture, your commitment to employee success, and the value you place on each team member.

The journey from a new hire to a fully integrated, high-performing team member is paved with intentional actions. The ten practices outlined in this guide provide a comprehensive roadmap, but true success lies in the consistent application and integration of these principles. It's about moving beyond simply telling new hires what to do and focusing on showing them how they belong, how they can succeed, and why their work matters. This holistic approach builds the psychological safety and confidence necessary for them to contribute their best work faster.

From Good Intentions to Great Results

The difference between a mediocre and a world-class onboarding experience is often found in the details. It's the pre-boarding welcome kit that builds excitement, the dedicated onboarding buddy who provides a safe space for "silly" questions, and the structured feedback sessions that show you are invested in their growth from day one. These thoughtful touchpoints create a powerful foundation for loyalty and engagement.

Remember, a strong onboarding program directly impacts your bottom line. It accomplishes this by:

• Accelerating Time-to-Productivity: A structured program with role-specific training and clear expectations enables employees to become contributing members of the team significantly faster.
• Reducing Employee Turnover: According to research from the Society for Human Resource Management (SHRM), employees who go through a structured onboarding program are 69% more likely to remain with a company for up to three years. This drastically cuts the high costs associated with recruitment, hiring, and training replacements.
• Strengthening Company Culture: Onboarding is your first and best opportunity to immerse new hires in your company's values, mission, and unique way of working. It sets the cultural tone for their entire tenure.
• Boosting Engagement and Morale: When employees feel supported, valued, and set up for success from the beginning, they are more engaged, more motivated, and more likely to become advocates for your brand.

Your Actionable Next Steps

Mastering the art and science of onboarding is an ongoing journey, not a one-time project. Don't let the scope of a complete overhaul prevent you from making immediate progress. The most effective approach is iterative.

Start by auditing your current process against the ten employee onboarding best practices detailed earlier. Where are the most significant gaps? Where can you achieve the biggest impact with the least effort?

1. Identify Low-Hanging Fruit: Can you quickly implement a buddy system? Or perhaps create a standardized welcome email template for pre-boarding?
2. Gather Feedback: Survey recent hires about their experience. Ask them what worked well and what could have been better. Their fresh perspective is invaluable.
3. Leverage Technology: Ensure your core systems, like payroll and benefits platforms, are streamlined. A clunky, confusing tech setup on day one can create unnecessary frustration and undermine an otherwise positive experience.
4. Commit to a Cycle of Improvement: Schedule a quarterly review of your onboarding KPIs. Use the data you’ve collected to refine and enhance the program continuously.

Ultimately, a strategic, human-centric onboarding program is the single most effective lever you can pull to build a resilient, high-performing, and deeply engaged workforce. It is the bedrock upon which long-term employee success and business growth are built.

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A seamless onboarding experience includes getting payroll and compliance right from the start. Let the experts at Steingard Financial handle the complexities of Gusto setup, QuickBooks integration, and payroll management, so you can focus on creating a world-class welcome for your new team members. Visit Steingard Financial to learn how we can streamline your financial operations and support your growing business.