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Don’t Forget! You Saw it in the
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August 2025 #17313 Page #104
Design Connections
Geordie Secord, Senior Recruiter TheJobLine.com – Canada
Onboarding Designers: What They Really Need to Know
W
hen a new designer comes on board—especially one with experience—there’s a good chance the onboarding process involves setting up their computer, pointing them to the right network folders, handing them a relatively simple job, and giving them a vague suggestion to “jump in” and call Joe, Sally, Roger, or whoever might answer if they run into trouble. Even with over 40 years in this business, I know there’s a long list of things I need to learn to properly mesh with how a new truss company operates. And with that experience, I’m not afraid to ask a bunch of questions—because I know they’re valid. But what about a designer with just a few years under their belt? Will they feel comfortable speaking up? Or will they assume their new employer expects them to already know everything? After all, they did say they were experienced, right? The same challenges probably exist within your current design team. Some may have been trained entirely in-house, which means they’re 100% convinced your way is the only right way. That might be true—or not. But is everyone really doing things the same way? Or at least close enough? You can help new hires feel more confident—and save everyone a lot of frustration—by putting together a guide that outlines key information and company preferences. Ideally, this guide would cover dozens of topics, but here are a few areas I think are especially important, and why they should be communicated early on. Local terminology Even now, I occasionally hear a term in the truss world that’s new to me. I’ve worked for five different truss companies and collaborated with at least 50 or 60 more from across North America while training designers. You can’t assume that just because someone is experienced, they know your lingo—especially if they’ve relocated to join your team.
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