Onboarding & Belonging

Starting a new job can be exciting. But it can also be kind of scary. You’re learning new systems and meeting new people. You’re trying to figure out if you belong. We get that. We don’t want you to feel dropped into the thick of things. Or that you’re expected to figure things out on your own. We’ve shaped our onboarding process to feel more like planting roots.

Here’s how we welcome new folks into the fold.

Before Day One

Once you accept our offer, we make sure you have everything you need. We want you to feel prepared and cared for. You’ll have a point person who’s there for any “wait, what?” moments. The orientation buddy system encourages connection and conversation. Your orientation buddy is a resource. Someone you can chat with and ask questions.

You’ll have a schedule for your first few days and details about your tech or remote work setup. We also set up meetings that help you get to know your people and your purpose here.

Our Onboarding Phases

Our structured onboarding plan unfolds over your first six months. It helps you learn, connect, contribute, and grow. All without rushing. And because life and work don’t always follow a perfect timeline, we build flexibility in. If meetings or trainings need to shift, you can work with your manager to adjust your pace.

Phase 1: Preparation (Weeks 1–2)

Focus: Orientation, foundational learning, and introductions

• Learning: Getting to know Dogwood’s mission, systems, and your role
• Meeting & Connecting: Having one-on-one meetings with teammates and key collaborators
• Giving Input: Sharing initial impressions and ideas
• Taking Action: Beginning light tasks with support and guidance

Phase 2: Learning (Weeks 3–12)

Focus: Deeper engagement with projects, team dynamics, and strategy

• Learning: Diving into role-specific knowledge and cross-team intersections

• Meeting & Connecting: Joining team meetings and cross-functional check-ins
• Giving Input: Offering feedback, asking questions, and joining planning conversations
• Taking Action: Taking on more responsibility with coaching as needed

Phase 3: Action & Maintenance (Months 4–6)

Focus: Full integration, leadership, and contribution to key initiatives

• Learning: Sharpening strategy, planning skills, and long-term goals
• Meeting & Connecting: Leading discussions and collaborating as a team lead
• Giving Input: Shaping decisions and contributing insights
• Taking Action: Owning key pieces of work and contributing to shared outcomes

You Learn at Your Own Pace

Every new team member gets a personalized onboarding plan. It’s not a checklist. It’s a roadmap. You’ll have regular check-ins with your manager. You’ll have time set aside just for learning and reflection. We expect there will be things you don’t know. That’s normal. That’s human. We create space for growth and grace.

It’s a Two-Way Street

We don’t just onboard you. We welcome you. We make time for real conversations about what you need, what you’re excited about, and how you like to learn and work. Every new team member brings something new to the organization, and we want to honor that from the start.

Your Space, Your Way

We offer a remote work stipend and a home office setup reimbursement. You’ll also have co-working options. We help you get set up with the tools you need. And we make sure you feel confident using them.

Belonging from the Beginning

At the end of the day, our onboarding process is about helping you feel like you’re in the right place. Not just a place that shares your values, but one where you’re appreciated, supported, and invited to grow.

At Dogwood Alliance, people matter as much as the mission. And when we start with care, everything else grows from there.