Hiring the right talent is only part of the equation for a successful, productive long-term hire. In many cases, new employees are hired months before their actual start date due to notice periods, relocation, waiting on incentive compensation payouts, or personal timing. 

This gap between when the job offer is accepted, and when the new team member actually starts, presents both challenges and opportunities. Without a thoughtful approach, momentum can be lost and enthusiasm may fade after the offer acceptance period. However, companies that engage future hires before day one set the stage for stronger retention, faster ramp-up, and deeper cultural alignment. 

Here are five effective strategies to integrate employees into the workflow and culture even before they officially begin.

1. Keep Communication Going From The Moment They Agree To Join

Radio silence between signing the offer and the first day can leave new hires feeling uncertain. Instead, advisory firm owners should maintain regular touchpoints. A monthly check-in call, or a personalized email update about company milestones, upcoming projects, or team achievements, goes a long way. These communications reassure the new hire that they are already part of the team, and provide a smoother transition into the role when they do actually start. 

Insider tip - Set a standing bi-weekly or monthly check-in, and make sure and ask them about how they are progressing (versus only discussing your firm’s business).  

2. Engage With Company Culture Early

Culture isn’t learned in a single onboarding session—it’s absorbed over time. Sending new hires culture decks, employee spotlights, or even company newsletters or a chance to participate in a company All-Hands meeting gives them a chance to start connecting with the organization’s values and people. Companies can also invite them to social events, team happy hours, or virtual coffee chats. This early exposure helps reduce first-day nerves and creates a sense of belonging before formal work begins. 

Insider tip - have the new hire write up their own employee spotlight of themselves to share with the rest of the team. 

3. Provide Access to Learning Resources

One of the most productive ways to use a delayed start period is through optional pre-boarding training. Providing access to recorded workshops, industry reading lists, or self-paced online courses allows new hires to familiarize themselves with company systems, industry trends, or role-specific skills. While participation should never feel mandatory (since they’re not yet hired and being compensated yet), offering resources signals investment in their growth and helps them hit the ground running. 

Insider tip - this can be a bit tricky since they aren’t being paid yet, but offering it and observing if they take advantage is great insight into what type of hire you have made. 

4. Connect Them with Their Team

Relationships drive engagement and performance. Assigning a “buddy” or mentor before day one creates a direct line of connection for casual questions and guidance. Encouraging informal introductions—whether through a short video call or a Slack channel—helps the new hire start building rapport. By the time they officially start, they’ll already have familiar faces to turn to, which shortens the integration curve and boosts confidence. 

Insider tip - if they are local to your firm's location, invite them to attend any scheduled team-building events, or a weekly or monthly All-Hands meeting. Video can work too if your firm is virtual. 

5. Involve Them in Lower-Stakes Projects

When appropriate, consider giving new hires opportunities to contribute lightly before their start date. Assuming you have run all necessary background checks and have them approved with compliance, for example, they might review client documents, join a planning scenario brainstorming call, or attend a client meeting as an observer. These small, non-urgent tasks allow them to learn the workflow and gain context without pressure. It also signals that their perspective and expertise are valued from the outset.  

Insider tip -  If a college student is finishing up their last few courses, you can align these projects with what they might be working on in their coursework concurrently.

Closing

The period between accepting a job offer and starting can either be a gap in engagement or a launchpad for success. By maintaining communication, sharing culture, offering resources, building relationships, and involving new hires in light projects, companies can transform waiting time into a powerful integration tool. These proactive efforts not only smooth the onboarding process but also foster loyalty and enthusiasm—long before the employee steps through the door.

Contact us at info@newplannerrecruiting.com if you have any questions or would like us to help with your next financial planner hire.  

 

Caleb and the New Planner Recruiting Team*

AI Assisted