Onboarding isn’t just an HR process. It’s the foundation for business growth. From creating white-glove candidate experiences to aligning stakeholders early, Megan Weizel, Managing Partner and Career Strategist at Salmela, shares actionable strategies that will change how you think about recruiting, onboarding, and keeping top talent.
Onboarding starts before day one—way before
According to Megan, onboarding doesn’t begin when a candidate accepts an offer—or even on their first day. It starts the moment a company decides to fill a role.
“As soon as that job is approved internally, you’re setting the tone for how this role will unfold,” Megan explains. “Stakeholders need to align early, dedicate time for interviews, and ensure clarity around the role’s purpose. That’s where onboarding really begins.”
Failing to get buy-in and alignment early can lead to a rocky recruitment process that spills into onboarding, creating long-term challenges. Megan emphasizes that onboarding and recruitment aren’t separate processes—they’re two parts of the same journey.
Treat candidates like you would your favorite aunt
Creating a high-touch, “white-glove” experience is at the core of Megan’s approach. For her, this means treating candidates with the same level of care and respect you’d offer a beloved family member.
“Treat candidates like you’d treat your favorite aunt,” she says. “Care about the details, over-communicate, and make sure they feel valued throughout the process.”
When mistakes happen (and they will), how you handle them makes all the difference. Megan recalls a candidate who arrived on her first day without a laptop, due to a logistical error. The company responded by rolling out the red carpet—coffee in hand, laptop ready, and an apology waiting at the door.
“The candidate could have walked away thinking, ‘Is this how everything’s going to be?’ But because the company went above and beyond to make it right, they actually strengthened the relationship,” Megan says.
The bridge between company and talent brand
Megan draws a clear distinction between company brand and talent brand. The company brand is what attracts people in the first place—think social media presence, Glassdoor reviews, and public-facing culture. The talent brand, however, is the internal experience employees have once they join.
“The recruitment and onboarding process is the bridge between those two,” Megan explains. “It’s what takes someone from being a brand admirer to an engaged employee.”
The key is ensuring the experience aligns with what the company promises externally. Disjointed branding can create frustration, confusion, and disengagement.
Turn mistakes into opportunities
Megan believes mistakes are inevitable, but they can be turned into powerful opportunities for growth and connection.
“Every interaction is a two-way street,” she explains. “Candidates are gathering information and impressions at every step, just like the company is. If something goes wrong, you have a chance to make it right—and even exceed expectations.”
Always acknowledge the mistake, act quickly, and offer a sincere apology paired with a solution.
Incentives aren’t just for sales teams
Once employees are hired, companies often focus on maintaining performance and meeting expectations—but Megan argues this isn’t enough. She advocates for incentive programs that motivate excellence at all levels.
“Top performers want to know there’s a reward for going above and beyond,” she says. “It’s not just about salary—it’s about recognizing and encouraging great work.”
Career progression, clear expectations, and meaningful incentives keep employees engaged and invested for the long term.
Effective onboarding is good for business
At the heart of Megan’s philosophy is a simple truth: onboarding is directly tied to a company’s success. Poorly executed onboarding costs companies more than they realize—not just in turnover and disengagement, but in missed opportunities for growth.
“Disengaged employees can cost companies up to 18% of their salary,” Megan points out. “With the current market, companies can’t afford to ignore the importance of getting this right. You’re competing for top talent, and the stakes are higher than ever.”
For Megan, every interaction—from the job posting to the first day and beyond—is a chance to create a positive, lasting impression. Get it right, and you’ll build trust, retain top talent, and see the business impact unfold.
Your path to better onboarding starts here.
Join companies who’ve cut onboarding time in half with Process Street’s easy-to-use workflow tools.
Read the full transcript below:
Welcome to the Employee Onboarding Podcast, where we unpack great onboarding ideas and best practices from the world’s top HR practitioners and thought leaders. At Process Street, that starts with our mission to make work fun, fast, and faultless for teams everywhere. My name is Erin Rice, and I’m the people and operations specialist here at Process Street.
Today, I’m joined by Megan Weizel. Megan is known in professional and personal circles alike as a natural connector and advocate. She’s the managing partner and was the first employee at a boutique talent advisory firm called Salmela. Megan currently lives in Minnesota on Lake Superior. However, the majority of her work is in New York City and the Tri-State area. Megan loves her work as a talent advisor. She consults innovative growing organizations on their talent strategy and brings them the highest caliber leaders in any given industry to help them drive business. Megan was recently named Sanford Rose Associates 2023 Distinguished Achiever as the seventh most productive recruiter in the network.
As a firm, Salmela was named one of Hunt Scallon’s top 250 recruiting firms in 2024. Megan, thank you so much for joining us today.
Megan Weizel:
Thank you so much, Erin. I am so excited to be on here with you. Thank you for having me as a guest.
Icebreaker
Erin:
Absolutely. So before we dive in, I’d like to ask an icebreaker question. What age do you wish you could be permanently?
Megan:
My goodness! Okay, I’m gonna say 23. I think back to when I was that age. After I graduated from college, my parents handed me a ticket anywhere in the world, and I chose New Zealand. I moved there for a year, initially on a visitor visa, and just kept renewing it. I hitchhiked, then bought a little car and picked up hitchhikers myself. It was fantastic. I just remember thinking, “I can do anything, and the world is my oyster.” I loved meeting new people, especially those from different backgrounds. That experience has definitely influenced my career path.
Erin:
No wonder you ended up in recruitment!
Megan:
Exactly!
The importance of onboarding
Erin:
Let’s dive into what we’re here to talk about—employee onboarding. I’m really excited because I think you can offer a different perspective than we’ve had before. Can you tell us about being a managing partner at a recruitment firm and how that affects your view on onboarding?
Megan:
Absolutely! I have so much excitement around this topic because, when done right, it has a ripple effect. Any HR and talent leaders listening will know—or maybe it’ll be an aha moment—but onboarding has a direct correlation to business success.
I’ve been in this space for 10 years, working with top-tier, innovative organizations. My perspective is unique because I see beyond just one company. I see the underbelly of multiple companies, and how they treat their employees is often indicative of how they conduct business.
Since 2020, remote work has changed everything. Before, most people interviewed and worked in person. Now, many are fully remote, which has transformed how companies attract and retain talent. That shift adds another layer of complexity, making it more important than ever to get onboarding right.
When does onboarding start?
Erin:
When would you say employee onboarding actually begins?
Megan:
Great question! Most people think onboarding starts when a candidate accepts a job offer. I see it differently.
Onboarding starts the moment a company internally approves a role. That’s when leadership aligns on the role’s purpose, job description, and interview process. It’s also when companies should start thinking about how they’ll attract and integrate this person.
That’s where I come in. My job is to partner with hiring teams and make sure the candidate experience is seamless from the beginning. It’s not just about hiring—it’s about retention and long-term success.
Talent brand vs. company brand
Erin:
How do you differentiate between a company brand and a talent brand?
Megan:
They’re definitely different. A company brand—sometimes called an employer brand—is about what the company stands for. A talent brand is the employee experience and the social version of that brand.
People are drawn to brands and often imagine themselves working there. But once they’re hired, their experience shapes the talent brand. Recruitment and onboarding act as the bridge between these two. If onboarding is done right, the transition strengthens both the company and talent brand.
Common onboarding pitfalls
Erin:
I’m sure you’ve seen some onboarding horror stories. Any advice for companies on how to avoid them?
Megan:
Oh, I have plenty! But here’s a light one: A client forgot to provide a new hire, “Shelly,” with a laptop before her first day. She had an important executive meeting that morning, and it was a disaster. Luckily, I had a direct contact at the company, and they scrambled to fix it—apologizing, providing coffee, and rolling out the red carpet.
The lesson? Pay attention to the details. Treat candidates like your favorite aunt—over-communicate and ensure they feel welcomed. The recruitment process is a two-way street, and companies need to put as much effort into impressing candidates as they expect from them.
How to wow new hires
Erin:
What can companies do to create a “wow” experience for new hires?
Megan:
I love this question! Companies need to go beyond the basics. I always tell my clients to implement incentives at all levels—not just sales roles. People want recognition for going above and beyond. Companies should also offer clear career progression and invest in their employees’ development.
I once conducted a poll with executives I had placed, and their biggest request was simple: “Give me a reason to stay.” That speaks volumes. Employees want to know they’re valued, and companies that prioritize this will have better retention and engagement.
Final thoughts
Erin:
Megan, this has been amazing. Thank you so much for your insights! Any final thoughts?
Megan:
It’s been a pleasure! I love these conversations. Just remember, onboarding is more than just paperwork—it’s the start of an employee’s entire journey with your company. Treat it with the importance it deserves!
Erin:
Well said. Thanks again, Megan!
The post The Hidden Connection Between Onboarding & Your Bottom Line with Megan Weizel first appeared on Process Street | Process & Project Management Software.
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