Onboarding at ITCOMMS: Creating the Best Conditions for the Best People

Onboarding is more than just familiarizing new hires with rules and paperwork—it’s a thoughtful process that ensures employees can showcase their strengths and integrate into the workflow comfortably and efficiently.

At ITCOMMS, we see onboarding as a cornerstone of employee engagement and success. That’s why we’ve designed our onboarding process as a comprehensive journey filled with training, mentorship, and structured feedback.

Our onboarding process began as part of a larger initiative to build a scalable and structured business. This included implementing corporate principles, sales management tools, and streamlined HR processes.

The onboarding project was conceptualized and developed by Katya Alexandrova, our operations manager, who we fondly refer to as the creator of “Orderliness.”

Our onboarding process is built on key pillars:

Introducing new hires to the team and company culture

Training them on business processes and tools

Setting clear goals for the probation period

Providing ongoing mentorship and feedback

Administrative Formalities

The first step is straightforward: collecting documents, signing contracts, and completing NDA agreements. The process is fully automated and comes with clear instructions to make it as smooth as possible.

On their first day, every new hire receives a Welcome Letter outlining a checklist and their adaptation plan. They also meet with their mentor, who provides guidance throughout onboarding.

Employees often highlight this as a standout feature of ITCOMMS. For example, PR manager Zhiger Shudanbekov recalls:

New employees gain access to company documents outlining ITCOMMS’s mission, principles, and strategic goals. These foundational documents provide insight into what drives the team and shape decision-making processes.

We keep these documents updated to maintain trust and motivation. For instance, in 2024, we added a commitment to “Educating the Next Generation” to our corporate values, reflecting our investment in the industry’s future.

Corporate rules are not just theoretical—they govern all tasks and communications, both internal and external. Mistakes are met with collaborative discussions to identify areas for improvement and adjust the rules if necessary.

Every new hire receives a personalized probation period plan, which includes clear objectives for their first two months. For example, PR Account Executives may need to independently manage client projects, launch publications in target media, and master key metrics and digital tools.

Aziza Ilyasova, another PR manager, says:

The onboarding process ends with a collaborative review session, where mentors and colleagues share feedback on the new hire’s performance during the probation period. This feedback helps employees set personal development goals for the next six months.

Our experienced specialists are always ready to help. For example, Katya Alexandrova, responsible for onboarding, personally accompanies employees throughout the onboarding process and explains the most complicated aspects of the work.

Workshops on client metrics and reporting

Practicums on creating proposals and budgets

Tutorials on CRM tools

Transparency sessions to explain the company’s financials and results

Screens from training sessions on performance metrics and estimates. Katya's smiling face can make even these monstrous topics easily digestible and understandable.

We foster an environment where employees feel free to ask questions. Support and trust are at the heart of our principles, ensuring everyone feels like part of the team from day one.

We aim not just to meet expectations but to encourage professional development. Setting challenging yet achievable goals motivates our employees to grow.

Our internal knowledge base, templates, guides, and video tutorials make adaptation seamless, while regular mentorship meetings help track progress and refine plans.

Our onboarding process delivers measurable results. Within the first months, new employees hit key performance indicators, build client relationships, and launch successful campaigns.

For example, PR manager Gainel Hayat-Shakirova wanted to deepen her understanding of finance and taxation. We tailored her onboarding process to align with her individual goals..

At ITCOMMS, we believe people are our most valuable asset. Our goal is to not only hire talented professionals but to create an environment where they can thrive and unlock their full potential.

A well-structured onboarding process helps us retain top talent and foster growth. We’re proud of our approach and hope it sets a standard for the industry.

If you’re looking for a workplace that values your talents, supports your growth, and welcomes you from day one, ITCOMMS is the place to be. 🚀

*This article has been translated from Russian to English by an AI language model. While efforts have been made to ensure accuracy, there may be nuances or idioms that do not perfectly translate. The original Russian article should be referenced for the most precise content.