When a new team member joins your company in-person, they naturally absorb the culture, through conversations, coffee breaks, and the subtle rhythms of office life. But what happens when your newest hire is hundreds or thousands of miles away?
For remote Latin American contractors joining U.S.-based teams, the onboarding process is more than systems and SOPs. It’s about creating a sense of belonging, even across time zones.
Here’s how companies are building connection and culture, without borders.
🌍 1. Don’t Just Communicate. Connect
Slack messages and Zoom calls are essential, but connection goes deeper than coordination.
- Start with a human intro. Day 1 shouldn’t begin with a task list. Start with a welcome call that covers the why of your company, not just the what of their role.
- Use video often (but purposefully). Seeing faces builds trust. Encourage cameras for key meetings, but don’t overdo it.
- Create a “get to know you” thread. Use Slack or Teams to introduce new hires with fun facts, a photo, and even a playlist or favorite food.
🧠 Pro tip: Ask everyone (not just new hires) to record a short Loom introducing themselves and their role. It’s an easy way to humanize your org chart.
💬 2. Build Rituals, Not Just Routines
Remote teams need culture anchors: shared moments that create rhythm and recognition.
- Daily check-ins or stand-ups. Keep them short and focused, but consistent.
- Weekly wins or shoutouts. Celebrate contributions across countries and departments.
- Time zone-friendly social moments. Try virtual lunches, quiz breaks, or informal “café” chats that bring remote teams together in low-pressure ways.
🎉 Culture isn’t built in a single event. It’s the result of regular, repeatable rituals that make people feel seen.
🤝 3. Mentorship Makes the Difference
Without hallway conversations, new remote hires often don’t know where to go with questions. A dedicated mentor or onboarding buddy changes that.
- Pair LATAM hires with a peer, not just a manager. This makes feedback less intimidating and guidance more accessible.
- Encourage biweekly mentor check-ins for the first 90 days. Keep them casual, focused on support and growth.
- Use shared learning docs. Create a collaborative onboarding space where new hires and mentors can share questions, updates, and learnings.
🌱 Mentorship isn’t just about training. It’s about building confidence and culture.
🧭 4. Culture Is Local and Global
The best remote onboarding respects cultural differences while creating shared purpose.
- Recognize Latin American holidays or local customs.
- Be mindful of language preferences. Even if everyone speaks English, consider when bilingual resources help with clarity.
- Celebrate contributions publicly. Make sure global team members see their work reflected in the company’s wins.
Onboarding shouldn’t feel like assimilation, it should feel like inclusion.
👥 Connection is the New Onboarding Metric
Ultimately, it’s not about whether someone completed training modules or filled out a checklist. It’s about whether they feel connected, supported, and ready to contribute.
You can’t force culture, but you can design for it. And when you get remote onboarding right, you don’t just add a team member. You expand your company’s DNA.
No responses yet