During the trial period, both parties see if they are the right match for each other. It allows the team leader to assess objectively whether the new employee is suitable for the role, taking into account their capability, skills and performance in relation to the job. It also enables the new employee to assess the suitability of the role in line with their aspirations and requirements.

Period of trial duration:

The trial period depends on local labor law and is usually 1-6 months.

What we expect from new joiners:

• The employee can prioritize correctly, is productive, and get things done (individual tasks, projects, OKRs).
• Contributes to our company's growth and culture.
• Comes up with new and innovative ideas.
• Committed, team player, friendly and helpful.
• Don’t be shy and ask questions proactively whenever anything is unclear.

Monitoring Performance

There will be two main meetings after 30 days and 3 months. The purpose of such meetings is to provide feedback and support, with the aim of helping the employee to successfully complete their probation period and to prepare them to undertake their role effectively in the future.

Feedback meetings

• The 1st unofficial feedback meeting takes place 90 days after the starting date and can be part of your weekly 1:1 (Lead: Employee). It is about finding out how the employee has settled in, whether there is a need for further onboarding meetings and generally letting them know how happy you are with their performance in the first weeks.
• The 2nd official feedback at the end of the trial period (20 days before the official end date) should be a separate meeting (30-45 minutes) where you give detailed feedback, and reflect on your cooperation and performance. You will receive a feedback template upfront so that you can prepare it as well and go through it in your feedback session. **

<aside> ⚠️ It is super crucial that new team members get regular feedback during probation (positive & constructive). In case the employee is not meeting our performance standards, it’s expected from the Lead to address it proactively and inform the People team. The employee should get a fair chance to work on their performance and to identify the reasons for under-performance together. If the employee does not meet our standards even after discussions, we must (unfortunately) terminate the contract.

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