At Manimama Law Firm, the first few weeks of work determine whether a new employee will become a faithful team member or remain on the sidelines. That is why we view onboarding not as a bureaucratic procedure, but as a living process of integrating into the company’s culture, tasks, and rhythm.
How we welcome newcomers
At Manimama, the first day begins with a welcome meeting. This is a small gathering where the newcomer immediately meets the HR representative who will accompany them throughout the onboarding process, as well as their colleagues from the team. At this stage, we outline the further adaptation process, including the steps that will be taken in the first week, the tasks scheduled for the 14th and 30th days, and the resources and tools that will help them quickly get into the rhythm of work.
We deliberately make the first day as structured and easy as possible: instead of immediately “throwing them into tasks,” we create an atmosphere of transparency and predictability. From the very beginning, the newcomer understands who their primary contact is (HR), what the role of a mentor entails, and how the team is prepared to assist them in the first few weeks. This helps to quickly relieve stress and see that everyone here expects not formal reports, but active participation and ideas.
The first 7, 14, and 30 days, and their clarity for understanding
Onboarding at Manimama has its framework, which serves as a guideline rather than a “hard deadline.”
The first 7 days. Focus — getting to know people and processes. The newcomer navigates internal chats, sees how meetings work, and tries to complete their first simple tasks
14 days. The person is already performing small independent tasks and receiving their first feedback. At this stage, we ask the newcomer to give “feedback on the company”: what seemed clear and what did not. This is an important point: adaptation is a mutual process.
30 days. The person is expected to be integrated into the work rhythm by now. They undertake more complex tasks, participate in collaborative brainstorming sessions, and propose innovative initiatives.
The role of the team and microculture
At Manimama Law Firm, we do not believe in formal “fitting in with corporate values.” Adaptation occurs through small, daily interactions, such as internal jokes in chats, team meetings, and informal one-on-one meetings.
For example, every week, teams hold a short “summary call” where, in addition to work results, everyone shares something small from their week — from a TV series to a culinary experiment. For a newcomer, this is a signal: here you can be yourself, not just a “function.” This microculture creates a feeling of “home” even in a remote format. People quickly stop being afraid to ask questions and become active participants in the dialogue.
Onboarding at Manimama Law Firm is not a “test drive” for an employee, but the start of a partnership. We want people to feel from day one that they are essential, that their voice matters, and that the company is ready to invest in their development.
Structure and flexibility, mentoring and team support, work and microculture — this is the recipe that makes our first weeks surprisingly comfortable and practical.
Contact information
Leave a request, and we will assemble not just candidates, but a team that will work toward a common goal.
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