What to Do in the First 30 Days

A structured onboarding process improves retention, boosts performance, and sets the tone for company culture. Legal onboarding also ensures tax and labor compliance.

Why it Matters

A great hire can’t succeed without great onboarding. Legal compliance, cultural alignment, and early clarity in the first 30 days set the tone for retention and performance.

Founders Checklist

Sign and store a fully executed employment or contractor agreement
Collect and file tax forms: W-4 (employees), W-9 (contractors)
Set up in payroll system (e.g., Gusto, Rippling, Justworks)
Issue equity grant docs and start vesting
Share company handbook, policies, and code of conduct
Provide access to tools and a 30-day onboarding plan
Schedule 1:1 check-ins and performance feedback

Founder Fails

Skipped IP assignment at hire > risk of IP ownership claims later
Waited 3 months to issue stock > missed 409A window
Gave access to systems but no expectations > underperformance + friction

When to ask for Help

Before hiring your first full-time employees
When creating an onboarding checklist or toolset
If unsure about required tax, payroll, or benefits documents
To align onboarding with compliance and culture goals
After a negative onboarding experience or early departure

Frequently Asked Questions

Q: What legal docs are required for onboarding?
A: At a minimum:

· Signed employment or contractor agreement

· IP assignment and NDA

· W-4 or W-9

· Equity grant letter (if applicable)

Q: Can I delay equity paperwork until later?
A: Avoid that. Delays in issuing equity can mess up 409A valuations, cause tax issues, or weaken employee trust.

Q: What about remote employees?
A: Ensure you register to do business in their state, and understand state-specific labor laws (like sick leave, overtime, or benefits).