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Starting at zeb – onboarding that connects

Published on: 02 June 2026

Starting a new job always brings change: new people, new tasks and a new work environment. To make this transition as smooth and successful as possible, zeb supports new colleagues from day one with a holistic onboarding concept which follows three successive phases: pre-boarding, onboarding and the individual onboarding journey.

Pre-boarding: getting started before the first day of work

At zeb, the onboarding experience does not begin on the first day of work – it starts with signing the contract. From that moment on, HR will serve as the primary point of contact, supporting the new colleague with all organizational and content-related matters regarding their start.
An important part of the pre-boarding stage is the zeb.stayconnected network, through which future employees regularly receive updates from zeb and the financial services industry. Quarterly virtual networking sessions also give new employees an opportunity to get in touch before their start date as well as to ask questions and gain first insights into everyday project work at zeb. Moreover, female consultants are also introduced to the women@zeb network, which fosters the exchange of ideas and networking among female employees in consulting.

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Meanwhile, the responsible CDC / line manager reaches out personally to establish an early professional connection. Depending on timing, new colleagues may also already take part in a Practice Group meeting or attend zeb.Uni during preboarding.
Organizationally, zeb prepares for new employees’ start dates just as thoroughly: around three to four weeks before day one, the HR department will send out information on onboarding documents, hardware options and other formal topics. One week before their first day of work, new employees receive a detailed invitation covering everything they need for a smooth start at zeb.

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Onboarding: a structured start and a personal welcome

The first day of work at zeb usually takes place at the respective office location. There, new colleagues are personally welcomed by their CDC / line manager or a representative, receive their technical equipment and take a short office tour. This personal welcome sets the tone from the very beginning.
The zeb.starter kit, a virtual format that brings together all new colleagues, usually takes place on the first day. It introduces zeb’s strategy, internal tools such as zeb.insight, core project management approaches and key internal processes. The day concludes with a joint lunch sponsored by zeb.
In the weeks that follow, HR continues to actively support the onboarding process by providing additional information, helpful links, guides and checklists. At the same time, they remain available as a point of contact at all times.

Within the first two months, new colleagues also take part in the zeb.start event. This mandatory program provides extensive networking opportunities and teaches participants about zeb’s values, internal processes, consulting hard skills, professional and methodological expertise, soft skills and client centricity.
Shortly thereafter, the new employee’s first project begins. During project onboarding, teams assign tasks, explain responsibilities and formally introduce new colleagues to the client. While the project lead assumes overall leadership responsibility, the CDC supports their mentee’s personal development and serves as a trusted point of contact. During the probationary period, regular feedback discussions create space to reflect, learn and plan the next steps for development. For internal colleagues, the onboarding process begins right within their own team.

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Onboarding journey: learning, networking and cultural integration

Alongside formal onboarding, zeb offers every new colleague a custom onboarding journey. This journey includes a curated selection of seminars and webinars designed specifically for getting started at zeb. The goal is to establish professional foundations, encourage internal networking and facilitate cultural integration at zeb.
The content of the onboarding journey spans key skill areas such as zeb’s values, consulting hard skills, professional and methodological expertise, soft skills and client centricity. Participation is optional and closely coordinated with the CDC to ensure that each onboarding journey aligns with the employee’s individual development goals.

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Conclusion

Onboarding at zeb is not a one-time event but a well-thought-out, multi-stage process. It combines professional orientation, personal support and cultural integration to lay the foundation for a successful start and long-term collaboration.

Any questions about your career opportunities?


Then contact our Talent Attraction team here. We look forward to talking to you.

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