Your First Days at VSG Bulgaria

Learn about the onboarding process at VSG Bulgaria from Mariana Broniar, HR Manager

Mariana Broniar – HR Manager, VSG Bulgaria. 

How does the first working day begin?

At our company, day one starts with a cup of coffee and new introductions—no unnecessary stress, but with a clear plan and open dialogue. New colleagues arrive around 10:30 a.m., after teams have wrapped up their morning stand-ups and can greet them in person.

The first meeting is with me—the HR Manager. We begin by signing the paperwork, then I share more about our mission, values, and culture, as well as the little things that make everyday life more enjoyable. After that comes a short office tour—from the lounge areas and kitchen to the game room and collaborative spaces.

For colleagues who start remotely, we arrange online meetings and courier their equipment. Even at a distance, we aim to make that first day just as organized and meaningful.

How do you help new hires feel part of the team?

Even before day one, newcomers fill out a short “intro card” with their professional background, interests, and hobbies. We share it internally so the team can “get to know” them ahead of meeting in person.

On the first day they receive a welcome pack, meet their mentor and team, and then head to lunch together—informal and relaxed, in the spirit of our culture.

We keep internal communication lively—chats where we welcome new people with greetings, themed memes, and shared wins. We don’t subscribe to the “throw you in the deep end and see if you swim” approach. Instead, we give time and support so everyone can get oriented and become part of the team. Outside of work, we often gather for team buildings, celebrations, or casual meetups that bring us closer and keep the spirit high.

What training do new hires receive?

Training depends on the role and team, but one thing is certain—no one is left wondering, “Now what?” We provide access to platforms like Pluralsight, GitHub Copilot, and LinkedIn Learning for individual development and upskilling.

Everyone has a personal training budget to use at their discretion. If someone wants to attend a conference or professional event, the company covers the costs.

For those who love sharing ideas and experience, we maintain internal channels where people can ask, share, and learn from each other. That way, knowledge becomes not just a resource but part of our everyday team culture.

Who takes part in onboarding?

Onboarding is a shared responsibility—successful adaptation depends on everyone, not just one department.

• HR coordinates the process and ensures everything runs smoothly.

• System Administrators prepare equipment and access so work can start without friction.

• Managers and Team Leads guide and support people in the first months.

• Mentors are there daily—from the first tasks to the first wins.

• Everyone else contributes with their attitude and readiness to help—because we believe strong teams are built together, with small gestures and everyday support.

How long does onboarding last?

We follow a clear yet flexible process that helps each person adapt calmly and confidently.

• First month: a short check-in to discuss how onboarding is going and whether everything is clear.

• Around month three: another feedback conversation to see how the person feels, how they’re progressing, and whether they need extra support.

• After month six: onboarding wraps up, and the focus shifts to the next goals and development.

The overall duration depends on the role but typically ranges from one to six months. For us, it’s important that this period is clear, consistent, and tailored to the individual—not just a formality.

What are the most common challenges?

The most common challenges are related to remote work. Without in-person contact, newcomers can sometimes feel more distant from the team.

To avoid this, we:

• Encourage an initial office visit so people can meet colleagues and feel the atmosphere on site;

• Maintain active communication and regular online meetings between teams;

• Promote participation in various initiatives and events that bring people together and keep team spirit high.

What advice would you give future colleagues?

The most important thing is to stay calm and be ready to ask questions and give feedback. Everyone has been “new” at some point and knows how it feels.

• Don’t be afraid to ask—there are no stupid questions.

• Seek feedback—managers and mentors are there to help.

• Join initiatives and social activities—work matters, but it’s the people who make the environment truly pleasant.