When every month of executive underperformance translates into millions in lost opportunities, the first 90 days are too costly to waste. Executive search partners can provide targeted, high-touch interventions that reduce onboarding risks and accelerate time to impact.

Onboarding programmes can take anywhere from a few weeks to up to 12 months, but all are designed with one purpose: to integrate new employees into an unfamiliar environment. But not every organisation can afford to spend months getting expensive new hires up to speed. This is where your executive search partner can help, says Marco Arcaini of AltoPartners Germany. By preparing candidates before day one — bridging culture gaps, decoding stakeholder dynamics, and aligning expectations — search partners can accelerate time-to-impact and protect the return on your most critical investment: leadership.

Turning risk into ROI

“Hiring a senior executive is a big commitment for any client. The best search process can find you a suitable candidate, but it’s what happens in those first 90 days that can set them up for success or failure. It makes sense to invest in a pre-onboarding programme to align expectations and bridge any culture gaps,” explains Arcaini, who, together with executive coach and author Christian Repplinger, developed a comprehensive pre-onboarding service 14 years ago following a surprise upset when a new appointment was asked to resign due to a clash with a board member.

They didn’t fail because of a lack of skills or capacity, but because they missed one unspoken rule. That single blind spot, says Arcaini, caused months of disruption. A pre-briefing around role clarity and stakeholder mapping would have eliminated the problem.

“I realised then that what was needed was a pre-onboarding programme to help successful candidates navigate the new political landscape. This is more than ensuring a broad culture-fit, which we always do before putting a candidate forward for consideration. Pre-onboarding is about helping candidates understand the nuances of the environment they will be entering. By giving them the inside track on who they’ll be working for and what the expectations are, candidates can adjust their approach and leadership style accordingly to ensure they get off on a good footing and give the client’s onboarding programme a chance to work its magic,” he explains.

A chance to transfer critical insights

As Arcaini points out, executive search partners spend hours with their clients understanding their business and their specific needs. In the process, they gain unique insights into the dynamics on both sides: “We get to know the key players, and we make it our business to understand the context. Why did the incumbent leave? Why has the vacancy arisen? What unique challenges can the candidate expect to encounter? Where are the opportunities? We also know the candidate – what motivates them, their leadership style, and areas for personal growth and development.”

“In addition to this deep insider knowledge, we have the trust of both parties, which means we are able to transfer critical insights that will accelerate the candidate’s integration into the company and shorten the ramp-up period,” adds Arcaini.

Once the candidate starts work, the first formal check-in takes place eight weeks later, by which time Arcaini will have received feedback from both the client and the candidate. As the mediator in the middle, he is well-positioned to broach sensitive matters that are raised on both sides.

Culture: A minefield for the uninitiated

So, what does pre-onboarding look like?

Arcaini explains: “It’s very particular to the client and the candidate, and typically, it begins in earnest a month before the start date. We focus on three key areas: culture decode, expectation alignment and early integration coaching.”

“We begin with a culture debrief. Every organisation has its own way of doing things – its customs and unwritten rules, and it can be a minefield for the uninitiated. For international candidates in particular, some elements of German work culture can be disconcerting, such as the famously direct approach of giving clear and unambiguous feedback. Even junior colleagues will tell you plainly if they disagree with a decision or the way a task or process is being handled. For senior appointees, this can take some getting used to. For these candidates, a few tips about working for a German boss or managing German employees can make all the difference in forming the interpersonal relationships that can make or break a career. We also ensure that we align expectations and provide a debrief on what to expect during the first 90 days.”

“My job is to ensure complete alignment in terms of roles and expectations. A pre-onboarding programme reduces risk on both sides and ensures confident, committed hires ready to deliver from day one. I like to think of it as providing a turbo-boost for our clients’ onboarding programme. It’s a win-win all round.”

A strategic risk management tool

Has anyone ever bailed after hearing a bit more about their prospective new job?

Arcaini laughs. “No one to date. This is mainly because the actual search process itself is very thorough in terms of what the candidate will be required to do and where the challenges and opportunities lie within the role. Pre-onboarding is more personal and more granular. Our feedback from candidates indicates that they appreciate the time we take to prepare them for their new roles in a new environment. For clients, the value of pre-onboarding is even more profound, as it reduces the time to impact.”

Ultimately, says Arcaini, pre-onboarding is not a nice-to-have: “It’s a strategic risk-management tool that pays dividends in performance, retention, and cultural alignment. Clients who extend their partnership beyond placement gain a competitive edge: executives who arrive already briefed, aligned, and prepared to deliver. The question for CEOs and hiring managers is simple: if your onboarding programme doesn’t begin before day one, are you really giving your leaders—and your business—the best chance to succeed?”

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