Prepare Before the Start Date
Name the manager and onboarding partner. Build a checklist for registrations, required training, firm-approved access and service responsibilities. Determine which tasks depend on approval before client work can begin. Avoid collecting or transferring a prior employer’s records outside an authorized process.
Days 1–30: Learn the Operating Model
Introduce the client segment, planning approach, escalation process and communication standards. Rehearse onboarding and service requests using fictional cases. Arrange appropriate shadowing and regular manager check-ins. Establish role-specific expectations and document where the new hire needs more support.
Days 31–60: Practice With Support
Assign appropriate work under the firm’s supervision model. Review quality, task completion and handoffs before adding volume. Make obstacles visible: a missing permission, unclear responsibility or slow review process should have an owner. Ask the new advisor to explain the workflow back to the team.
Days 61–90: Set the Next Development Plan
Review evidence against the role’s agreed milestones, not an arbitrary production target. Discuss client experience, planning quality, collaboration and business-development responsibilities where relevant. Confirm ongoing coaching and support. The timeline is illustrative and should adapt to the role, registrations and firm procedures.
Your next-conversation checklist
0 / 6 reviewedReferences & further reading
These official sources support the concepts and provide current requirements. The practical workflow and questions are our editorial guidance.
General education. Your circumstances, agreements, and applicable rules matter. Review individual decisions with appropriately qualified professionals.