Onboarding at BenchSci

As a remote-first, hub second company that hires all over the world, the number one question we hear from candidates is: “What will onboarding be like?”

Since 2020, we’ve onboarded over 350 employees remotely. We’ve experimented with different tools and formats to make sure our new BenchSciers are getting all the information they need to start working wherever they are and, most importantly, can make new connections right away.

Welcome to BenchCamp

BenchCamp is our four-week onboarding program designed for all new team members in any of our hubs. Containing a mix of asynchronous and live content, BenchCamp has all the information you need including dedicated learning paths for managers, technical information for engineers and scientists, and more.


Onboarding begins before your first day! New BenchSciers receive clear, simple instructions on what to expect when they start. Not to mention a welcome kit full of swag, your work laptop, plus details about how you can use our $1,000 CAD home office improvement allowance right away.  You'll also hear from your onboarding buddy: a BenchScier who will be available to answer any questions and help you get started.

(5 hours/day)

Week 1

To ensure everyone starting at BenchSci gets the right information at the right time, the first week of work is dedicated exclusively to onboarding. During week one, you will get to know your manager and team members at a virtual lunch. You will go through a mix of asynchronous and synchronous training tailored to your role which takes about five hours per day. New team members are onboarded in cohorts so you'll always be in good company!

(5 hours/week)

Weeks 2 to 4

You’ve probably heard the expression “drinking from the fire hose” when it comes to onboarding at a new job. There’s so much information and context to know in so little time. That’s why for weeks two to four of onboarding, we slow the pace from daily to weekly content. There are still live sessions involved to make sure our new team members are forming connections, but never more than five hours of content per week. These sessions don’t just focus on the technical parts of the job but also on soft skills, including a workshop on inclusivity by our DEI team and sessions about managing burnout and imposter syndrome by our in-house coaches.