Welcome on board! What the first three months at Mito look like and why


Nikolett Gazsó and Balázs Dobó

5 min read

May 4, 2022

Being a newcomer somewhere, adapting to an unfamiliar company culture is always a huge challenge. Lots of new faces, a ton of new systems: a daunting situation that comes with a great amount of stress. For most people, dealing with all this is difficult, so it’s really important to us to make the first steps easier for everyone by helping to minimize needless worrying and making all kinds of useful info easily accessible and digestible.

Our process has changed a lot over the years and it will surely keep evolving, but we wanted to stop for a moment to explain what onboarding means to us, and how and why we do it.

Our onboarding process was devised to ensure that information which would otherwise take months to gather is available to our new colleagues right on their first day. This period holds more than enough excitement without having to wonder whether it’s okay to drink from someone else’s coffee mug or if MacLaren’s is a meeting room or a bar. Or maybe both. We try to cover everything from important work info to urban legends to house rules, so there’s less chance for anyone to feel like an outsider when someone throws out an inside joke. Besides these, we also go over the systems we use in our daily work.

Of course, not everything goes smoothly the first time, but that’s okay. That’s why we make sure that onboarding is a process, which includes not only HR but team leads and members as well, so new colleagues always have someone to turn to if they have questions, even after a few months. We don’t leave anyone to fend for themselves after the first day. 

What is our goal?

Mito is made up of four business units that share the same DNA, linked together by Mito Group. However, the units themselves all have different competencies, do different stuff, and in many aspects operate differently. One of our main goals was to devise a central onboarding process that is compatible with every single one of the units, while also able to introduce and communicate our shared history and values. 

To achieve this, we’ve created a whole bunch of tools and processes over the years, which were then placed onto a timeline for every new Mito colleague to traverse through. Actually, all this starts even before they have arrived at our office building. 

What are the steps of the process?

Before the first day

Based on a pre-assembled questionnaire, a Mito Passport is created for every new colleague to help introduce them to the others through our internal platforms. This is not a 10,000-character cringe-fest, but a simple Q&A that covers topics which might come in handy if you bump into someone at the coffee machine. 

On the first day

  • We register an own pass card to the newcomer to be able to move freely around the office.
  • A welcome package is handed over, which includes a whole bunch of Mito merch and a laptop we picked together. 
  • The first educational stop is a system called Welcome to Mito. This is a 30-minute digital journey which covers the most essential information about the structure of Mito Group, what projects we work on, and what’s worth knowing about them. (Some courage will be required here, because the new team member is still on their own at this point.)
  • Together with an HR partner, we run through an abridged version of Mito Basics. This is a 100-plus-slide presentation that contains practical info about everyday life at the office or in home office. You don’t have to memorize any of this: you can refer back to this document any time, that’s what it’s for. Besides covering information about the location of things, available benefits and usual company events, it also includes a walk-through of our systems, during which the new colleague is introduced to such exciting creatures as the Szabiszörny (Vacation Monster), WhoWhere or VauWhere (WoofWhere) – these and other in-house developed tools provide information about timesheets, days off, contact details for people or animals, and so on.
  • A portrait picture gets taken – the only requirement for your Mito Portrait is that you should smile in it. Now it will be easier for everyone to connect a face to the name.
  • We take a walk through every floor of the office together so you can physically see the places you’ve already learned about during your digital journey. 
  • We connect the given month’s new entrants in a chat group so they can get to know each other, ask questions, or arrange to have lunch together. 
  • We create a short summary and reminder about everything we talked about during the day, because by the end of the afternoon it’s hard to remember even the topics that have been covered, let alone the actual content.
Happy People Team waiting for newcomers

In the first week

New colleagues have a pre-arranged schedule waiting for them so they can meet the people they will be working closely with. With the help of the team lead and members, work-related onboarding begins. At this point the central process diverges, as onboarding differs for the four business units based on competencies, tasks and the team. For example, a developer at Mito Digital will get acquainted with development environments, while a PPC specialist at Mito Performance will learn about the tools we use for campaign planning. 

In the first month

While our HR partners’ door is always open, there’s a standard check-in called Mito Mizu (Mito WhatsUp) scheduled for the end of the first month. Here we go through a fixed list of questions and, among other topics, talk about how Mito has lived up to the prior expectations of the new colleague and how they like the company, the team, and the tasks after the first few weeks. The answers to these questions are recorded so we can learn from them to improve our processes. 

In the first three months

An incredible amount of stuff has happened. In addition to having reached the end of their probationary period, by this point the new colleague has surely

… read the business unit newsletters called Mito Monthly

…had their photo taken at a Mito Nite (hopefully a smiling one too)

…listened to the introductions of every team on 

…attended a Q-day, where we tell each other about our projects

…fought for a pineapple on a Fruit Wednesday

…has maybe contributed to Mito Weekly

…or might have even appeared in Time Out with an event recommendation

Drinking cold beverages on a Mito Nite

Around this time, we sit down together to review the probationary period, so everyone — including the new Mito colleague, of course — has a chance to evaluate the first three months spent working together. Then together with the team lead we lay out plans and goals for the future.

And this quite eventful period is only the beginning, the first chapter of a Mito career. But probably the most important.

Have we piqued your interest? Check out our open positions!

The author(s)

Nikolett Gazsó

Talent Partner

Balázs Dobó

Head of Group Communications

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We work in four business units, all sharing the same DNA, but doing a lot of different and exciting stuff.

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Kosárlabda szabályok

A kosárlabda csapatok 5 fős felállásban játszanak. A nevezett csapatokat csoportokba osztjuk, a sorsolást a tornát megelőző héten minden csapat részére kiküldjük. A mérkőzéseket hivatalos játékvezető vezeti. A mérkőzések egy pályán zajlanak. A csoportok első két helyezettje az egyenes kieséses szakaszba kvalifikálja magát. Az egyenes kiesés szakaszban a csoportmérkőzések során első helyezett csapatok a másik csoport második helyezettjével játszanak, ezt követően a vesztesek a harmadik helyért mérkőznek meg egymással, majd a győztesek vívják a döntőt.

Röplabda szabályok

Csapatlétszám: 6 fő max. 2 cserejátékossal
A játék időtartama:
  • A mérkőzés egy csapat által nyert egy játszmáig tart. 
  • A játszmát az a csapat nyeri, amelyik előbb ér el 25 pontot legalább 2 pont előnnyel. 24-24-es egyenlőség esetén a játszma addig folytatódik, amíg valamelyik csapat el nem éri a két pont különbséget. 
  • Mérkőzésidő max. 20 perc, ha ezen belül a fentiek alapján nem dől el a meccs, a 20 perc mérkőzésidő leteltével előnyben levő csapat nyeri a mérkőzést.
A csapat létszáma a pályán nem csökkenhet 6 fő alá. Azt a csapatot, amelyik nem tud az összetételi előírásnak megfelelő 6 főt a pályára állítani, a játékvezető “hiányos”-nak nyilvánítja.

Labdarúgás szabályok

Csapatlétszám: 5+1 fő.

Játékidő: 2×10 perc (szünet nélkül térfélcserével)

A mérkőzéseket 3×2 méteres kapukra játsszuk.

  • A mérkőzéseket a kispályás labdarúgás szabályai szerint bonyolítjuk le.
  • A mérkőzéseken csak hernyótalpas, terem- vagy edzőcipőben lehet szerepelni, fém, vagy gumi stoplis cipő használata szigorúan tilos! 
  • Ha bármelyik csapat létszáma a kiállítások, sérülések következtében 3+1 fő alá csökken, a mérkőzést be kell szüntetni. 

Introducing Nokia to website performance measurement through page speed measurement

Business background

Page speed has become an important factor for website owners and SEOs since Google began focusing more and more on user experience factors. If companies don’t adapt to this new mindset, they will lose their organic power.

Nokia has experienced an extensive page load time on most of its pages, but lacked proper measurable information about the performance of the website. It is challenging to adapt site-wise technical modifications without understanding what is really behind the curtain.

Our solution

Mito introduced a multifactor, multi locational-targeting page speed measurement and reporting system across different devices.

Our focus was to develop a measurement system from scratch that is able to report on different page speed KPIs so we can better understand what additional analyses are needed to increase the pages’ performance. We did not only focus on a page level measurement, but also grouped pages to page types that assists us in making more educated assumptions.

We paid attention to location modularity in order to extend the number of analysed locations to additional countries by adding new Virtual Machines to our framework.

We are able to measure different KPIs on both mobile and desktop so we can see how the site performance is realized across devices.

Our measurement system and dashboard provided us insights on what type of elements of the different page types might cause low speed performance and it helped us to further analyse the loading curve, just as the opportunities in Google PageSpeed Insights recommendations for the different page types.


We set up the measurement system and the dashboard that reports on website performance and opportunities.

Through properly tracking the page speed improvements, Nokia becomes a more powerful organic participant in the telco market in Google search, while they provide a better user experience for their visitors.

End to end measurement solution for Nokia

Nokia is an innovative global leader in 5G, networks and phones.

An international business of this size requires a comprehensive measurement strategy including responsible data collection, consistent management of tags and measurement codes, personalized website tracking and purposeful conversion rate optimization (CRO).

We kicked off Analytics projects from January, 2020, beginning with extensive Google Tag Manager and Google Analytics audits. Besides inspecting the different system settings, we also optimized the measurement and pixel implementation processes within Nokia in order to increase efficiency and reduce implementation periods.

After the key adjustments and process harmonization, we have moved forward and started to work on the website and landing pages’ efficiency, including several conversion rate optimization tasks such as heatmap analysis and A/B testing.


Nokia is receiving continuous support from our analytics team to ensure the client’s measurement and data is reliable. Due to streamlined processes, implementation periods are shorter and we eliminated unnecessary website tracking codes which cause longer loading times.

Nokia Allwhere - Private Wireless - Global digital media campaign planning & execution

Building brand awareness and creating demand for Nokia Private Industrial Wireless in new vertical markets

Nokia launched a digital campaign to educate the market that their industrial-focused LTE solutions are the key in accelerating the ultimate benefits of digital transformation and realization of the fourth industrial revolution.

The goal: to build brand awareness and create demand for Nokia private Industrial Wireless solutions in new vertical markets, especially infrastructure or asset-heavy industries where digitization has been mostly restricted to point solutions without general network connectivity.

Our approach

We’ve developed a multi-touch global digital media campaign, which covered the entire user journey of business leaders, from education to making a business decision.

Our main goal was to make Nokia visible on a large scale through automated solutions and smart targeting to reach people when they are reading, talking, learning about or searching for private wireless networks.

To archive this, we’ve utilized the combination of digital media platforms, including industry specific content sponsorships, social media ads, paid search, programmatic hyperlocal and Digital out-of-home ads in front of target company HQs. We’ve made sure that when our key audience is browsing the web, using social media on their phones or just walking outside of their offices, they see a relevant Nokia ad.


The campaign has reached over 80 000 business decision makers and influencers in 3500 target companies, across 5 industry verticals globally.

Private wireless solution specific brand search volume increased by 70% during the campaign period (YoY). In Q2 and Q3 2020, Nokia Enterprise had a double digit year-on-year growth in net sales and new customers.

Emese Bódi

Mesi is searching for minds and souls, loves a good CV and to chat with new people. Go ahead and find out!

Apply now!


Flóra Hantos

Flóra is searching for minds and souls, loves a good CV and to chat with new people. Go ahead and find out!

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Emese Bódi

Mesi is searching for minds and souls, loves a good CV and to chat with new people. Go ahead and find out!

Apply now!


Emese Bódi

Mesi is searching for minds and souls, loves a good CV and to chat with new people. Go ahead and find out!

Apply now!


Emese Bódi

Mesi is searching for minds and souls, loves a good CV and to chat with new people. Go ahead and find out!

Apply now!


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