Developing a Remote Onboarding Process

Europe's launch of a digital wallet is a game changer for #banking and #payments, far beyond than we can imagine. Let’s take a look.   What happened?   On 29 Feb 2024 the EU adopted regulation to launch a European Digital Identity Wallet (EUDIW) that will harmonize #digitalidentity across Europe.   Main provisions:   —   EUDIW is an app allowing citizens to digitally identify themselves, store and manage identity data and official documents in digital form   —   Many wallets in each member state with the same technical standards, UX and functionality   —   Addressing both online and offline public and private services across the EU —   Recognized throughout Europe   —   Voluntary   —   Free for natural persons, businesses may be subject to fees   —   User control over their personal data   —   E-signature   —   EUDIW Toolbox based on the Architecture and Reference Framework (ARF) defining common specifications, referenced in implementing acts (legislative texts) across all EU Member States   —   Pilot projects until 2025 - 360 private companies and public authorities across the EU - testing everyday scenarios   —   Successor of the eIDAS regulation (launched in 2014)   Example use cases:   —   Access or open a bank account —   Perform onboarding process (AML, KYC) —   Initiate a payment —   Apply for a loan —   Submit a tax declaration —   Enroll for university —   Rent a car or book a hotel online —   Strong Customer Authentication   Implications for the #finance industry:   —   EUDIWs will unify all physical documents (IDs, passports, driving licenses, etc) under a digital front layer   —   Financial institutions and online platforms with more than 45 mn users (i.e. Amazon, Facebook) will be obliged to accept EUDIW   —   Banks will not have to maintain anymore their own authentication mechanisms, however the wallet will largely complement and not replace banks’ solutions   —   Service providers, such as PSPs or credit card companies may have to pay for identification services (i.e. to onboard customers)   —   PSD2 authentication requirements will be met via EUDIWs paving the ground for an increase in payment initiation and account information calls and boosting POS-based use cases such as QR code payments or payment initiation at POS   —   A combination with the Digital Euro is almost certain   Players in #financialservices will be influenced across 4 directions:   —   User experience —   Compliance —   Reduction of fraud —   New use cases   Impact:   —   Europeans can save up to 855,000 hours of time and businesses more than €11 bn a year   —   80 % EU citizens' adoption expected by 2030   Timing:   —   Publication in the EU Official Journal – Mar 2024   —   6 - 12 months for Implementing Acts   —   Within 24 months after Implementing Acts, Member States must provide EUDIWs. Organizations must accept them as an authentication method in the following year   Opinions: my own, Graphic sources: European Commission, Innopay, Gataca

Want to unlock career secrets and get advice straight from the insiders? 🔑 Stop guessing and start asking! One of the most powerful (and underused) networking tools is the Informational Interview. This isn't a sneaky job hunt trick! It's a brief, 15-20 minute chat focused on learning from someone's experience – their career path, industry insights, or company culture. Think of it as a career exploration coffee chat, often virtual! But how do you ask without sounding awkward or demanding? Use this simple email/message prompt to craft the perfect request: 👇 Prompt: -------------------- Help me write an email asking for an informational interview. To: [Person's Name] ([Person's Job Title] at [Company Name]) From: [Your Name] ([Your relevant status, e.g., Student, Job Seeker in X field]) How I found them: [e.g., LinkedIn, mutual connection, saw them speak] Goal: Learn more about their experience in [Their field/company/role]. Ask for: A brief 15-20 minute virtual chat. Keep the email polite and respectful of their time. -------------------- This structure shows you've done your research, clarifies your intent, and makes it easy for them to say YES. Start building meaningful connections and gaining invaluable knowledge! Found this prompt useful for your networking toolkit? Hit the like button 👍 or reshare it 🔄 so others can benefit too!

If you’ve landed a coffee chat — don’t wing it. You’ve got 20 minutes. Make them count. Here are 9 questions that actually lead to clarity and connections: → How did you get your first break into this role/industry? Every path has a lesson. Learn from theirs. → If you were starting out again, what would you do differently? Real advice > polished career tips. → What does success look like in your current role? This helps you think like someone in the role already. → What underrated skill has helped you the most? You’ll get gold here. → What challenges should someone in this role be ready for? Cuts through the fluff. → How do you stay updated or keep learning in your field? Podcasts? People? Places? Take notes. → What do you love most about your work? Find what lights them up — it’s contagious. → What are your thoughts on growth in this industry right now? Shows you’re thinking long-term. → Is there anyone else you think I should speak with? The connection that changes everything might be next. And if I could suggest 2 people to learn from? → Austin Belcak — for job search strategy that actually works → Linda Raynier CPA, CA — for actionable career clarity One coffee chat. The right questions. A whole new direction. Make it count. #CoffeeChat #Networking #JobSearchTips #CareerAdvice #InternationalStudents #STEMCareers #CareerGrowth #AskBetterQuestions #LinkedInNetworking #InformationalInterview #MBALife #CommunityDriven

I was embarrassed when we onboarded new hires. I don't have fancy collateral. No welcome videos. No searchable database. Just a bunch of Google Docs. (And a lot of my time) When I hired our first employee, I gave them these docs as part of their onboarding. I apologized that I didn’t have something fancier for them. Mentioned how we're a start-up with limited resources. But they told me they were amazed at the level of detail. And they wished they had something like that in their previous jobs. They came from a big company so my first thought was: "There's no way that's true." "They are probably used to more robust onboarding." But then our 2nd hire said the same thing. Then the 3rd. And so on. Even people outside my company applauded our process. My key takeaways: ➟ Many companies don't prioritize onboarding properly. ➟ You don't need flashy tools to set up new hires for success. Just provide the right information in a clear, organized way. Important elements of good onboarding: • Clear documentation covering roles, expectations, processes • A structured timeline for taking in information • Assigning a mentor to provide guidance • Scheduled check-ins to address questions It’s easy to assume more complexity means better onboarding. But from my experience, the basics done right go a long way. What do you think makes for an effective onboarding experience? Share below ⬇ ---- P.S. If this resonated with you, ♻ reshare to your network

Digital Identity Wallet Ecosystem 💡 📱 Wallet Issuers. From the eIDAS 2.0 perspective, wallets issuers are Members States or entities mandated by Member States or recognised by them to issue EUDIW to users, both individuals and organisations. The wallet, as an electronic identification means issued under national schemes, must attain the “high” LoA. This ensure the certainty that the individual claiming an identity is indeed the rightful owner of that identity. Presently, the aim is to provide the EUDIW via mobile phone, downloadable from the relevant App Store. Users must activate the wallet at the “high” assurance level, incorporating their personal identification data (PID) from an existing eID scheme meeting the ‘high’ level criteria. Activation may occur in person at designated public offices or potentially remotely with Member States defining rules to meet the requirements of the ‘High’, level, GDPR, or any other national or union law. 👨💻 Attribute Providers. An attribute denotes a characteristic of an individual or organisation. This attribute is held under the responsibility of a public sector body or private entity which is considered to be the primary source of that information, also known as the Authentic Source. The Attribute Provider is the entity responsible for supplying electronic attestations of these attributes, enabling their presentation and authentication. A defined minimum set of attributes enables qualified providers to electronically verify user authenticity, based on public sector authentic sources: address, date of birth, gender, civil status, family composition, nationality, citizenship, educational/professional qualifications, public permits and licenses and company data. 🙋♂️ Relying Parties. Relying Parties, whether individuals or organisations, depend on electronic identification means, including the EUDIW, or a trust service to offer their services. To leverage the EUDIW, they must register in their respective Member State, notifying the intended data requests, usage, and reasons for each service provided. Maintaining an interface with the EUDIW for attestation exchange is mandatory, and they are obliged to facilitate mutual authentication for attestation exchange. Relying Parties are also responsible for authenticating received attestations from the EUDIW. Relaying Parties must maintain an interface with the EUDIW for attestation exchange and are obligated to provide attestations with mutual authentication. They are also responsible for authenticating received attestations from the EUDIW. The acceptance of the EUDIW by Relying Parties is crucial for the success of the ecosystem. The involvement of private relying parties is essential to attract more users to adopt the wallet. Source: Worldline - https://t.ly/VZJR- #Innovation #Fintech #Banking #Ecommerce #EUDIW #FinancialServices #Payments #Loans #Insurance #KYC #Wallet #DigitalIdentity 

My remote hires (probably) ramp faster than yours. Here's why: Most remote onboarding means a calendar packed with Zoom meetings and endless Slacks from strangers. No real connection. No clear priorities. No clue how tall anyone actually is. It can feel isolating, especially when you’re new and eager to prove yourself. That’s why I take a different approach at UserEvidence. I meet every new hire in person during their first week. Wherever they live, on their home turf. Every time, it leads to the same outcome: faster ramp-up, stronger confidence, and immediate momentum. I’ve improved this process three times now, cutting out fluff and getting feedback from every person to make it even better for the next hire. They each get a beast of a Notion page that covers: - Key people to meet (and why those meetings matter) - Important docs and links to review right away - A roadmap for their first 30, 60, and 90 days, clearly outlining expectations and where I need them to take ownership From day one, new hires have full visibility into what's working, what's not, and where our biggest opportunities lie. They don't have to hunt for information, either. It’s all there for them: board decks, old marketing roadmaps, past OKRs, and a clear breakdown of the agencies and freelancers we partner with (plus their “superpowers” and how to best work with them). By the end of week one, we’ve already had honest and vulnerable conversations about: - How we can best work together  - Our working styles and weird work quirks to be aware of (we all have them) - What success looks like in their role - Where they want to grow and how I can help We also make time for fun and get to know each other outside of work. Like our upbringing, favorite life stories, and who we are as humans. Work matters, but who you work with matters even more. Building trust right out of the gate makes everything easier.

In my recent conversation with Natalie (Corporate Natalie), we talked about the (dreaded? hated? misunderstood?) coffee chats. 📖💡 Unforgettable Presence Insight: There’s a right way and wrong way to approach a coffee chat. (Hint: Don’t ask to “pick someone’s brain.”) Here’s what Corporate Natalie had to share about how to make them work for everyone involved: 👉 When you ask someone more senior for their time, come prepared.  Know their current projects, past work, and have ideas on how you can contribute. A well-thought-out chat can make a lasting impression. 👉 Give to get. Don’t just show up to “pick someone’s brain.”  Offer something in return, even if it’s just a small task you can help with. This shows you value their time and are serious about building a mutually beneficial relationship. 👉 Own the agenda.  Don’t wait for the other person to lead the conversation. Come with a clear agenda and take the initiative to start the discussion. And, my favorite piece of advice when it comes to networking — follow up. The value of a coffee chat doesn’t end when the meeting does. Send a follow-up note to express your appreciation and reiterate any key points or next steps. This helps in building a lasting relationship rather than just a one-off encounter. How we approach these interactions can make all the difference in our presence and how others perceive us. 💬 Your Turn: How do you ensure your coffee chats are impactful?

🇫🇷 🤝🏻🇩🇪 : joint French-German proposals by our cyber agencies ANSSI - Agence nationale de la sécurité des systèmes d'information and the Federal Office for Information Security (BSI) Security on a decisive topic : the European digital Identity wallet 🇫🇷 ANSSI and 🇩🇪 BSI issued a new joint paper on remote identity verification ⭐️Following an initial joint publication in 2023, ANSSI and BSI are now releasing a new joint document aligned with the updated European regulatory framework. 🌍 Last month, Director General of ANSSI @Vincent Strubel & German counterpart Claudia Plattner reaffirmed the trusted relationship between #ANSSI and #BSI on the topic of remote identity verification. 📈 Since February 2024, the regulatory shift introduced by eIDAS 2 has brought forth the #EU Digital Identity Wallet, which may be issued based on remote identity verification. At the same time, cyber threats have continued to evolve, and European standardisation work on remote identity verification has progressed. Key takeaway =a secure and trusted EUDI Wallet depends on: 🔹Strong, harmonized standards 🔹Advanced defenses against remote attacks 🔹Cross-border interoperability and regulatory support. 🛡️ High Assurance is Essential for EUDI Wallet Onboarding. Remote identity proofing, particularly video-based methods, are being explored as alternatives to national eID systems but present significant technical and security risks. 🎯 3️⃣ Critical Verification Goals to ensure trustworthiness: 🔹Biometric genuineness 🔹Document authenticity (genuine, current, and physically possessed) 🔹Face matching (the face matches the ID document photo). ⚠️ 2️⃣ major categories of attacks: 🔹Presentation Attacks: use of photos, masks, or replayed videos in front of the camera. Exploit the fact that many ID document security features are not verifiable remotely. 🔹 Injection Attacks : Bypass the camera using pre-recorded or AI-generated data; Deepfakes and synthetic documents pose increasing challenges. ✅ Recommendations for Strengthening the Ecosystem 🔹Harmonise Evaluation Criteria -Establish pan-European test specifications directly mapped to LoA High. -Mandate biometric attack testing in evaluations 🔹Bridge the Document Verification Gap -Develop standards for remote verification of ID documents. -Promote chip reading over OCR where legally possible. -Ensure legal frameworks enable conformity assessment bodies to perform robust testing. #cyber #scybersecurity #Europe

"I hate networking." I hear this all the time. And I get it. The idea of walking up to strangers at events, making small talk, and asking for favors feels forced and uncomfortable. But here's the truth: networking doesn't have to feel like networking. Here's how to build genuine connections without being awkward: Start with warm connections. Don't cold message strangers on LinkedIn. Start with: → Former colleagues → Alumni from your school → Mutual contacts who can introduce you → People you've worked with before These conversations are easier because there's already a foundation. Lead with offering value, not asking for favors. Don't start with: "Can you help me find a job?" Start with: "I saw your post about [topic] and thought you might find this article interesting." Or: "Congratulations on your new role! I'd love to hear how it's going." Give first. Ask later. Use LinkedIn to build relationships before asking for anything. Don't send a connection request and immediately ask for something. Instead: → Engage with their posts (thoughtful comments, not just "Great post!") → Share their content when it's relevant → Send a message just to catch up, no agenda Build the relationship over time. When you do reach out, make it easy for them. Don't say: "Can I pick your brain?" Say: "I'd love to hear about your experience at [Company]. Would you be open to a 20-minute coffee chat? I'm happy to work around your schedule." Be specific about what you're asking for and respect their time. Schedule "informational coffee chats" instead of calling it networking. Reframe it in your mind. You're not networking. You're: → Learning from someone's experience → Having a conversation about your industry → Building a relationship with someone interesting Take the pressure off yourself. Follow up and stay in touch; don't just reach out when you need something. After the conversation: → Send a thank you note within 24 hours → Share an article or resource they might find useful → Check in every few months (congratulate them on wins, share updates) Stay on their radar in a genuine way. The best networking doesn't feel transactional. It feels like building real relationships with people you respect. And those relationships? They're the ones that actually lead to opportunities. Save this post so you're ready to network without the awkwardness.

I’ve onboarded remote hires across time zones, continents, and cultures. And here’s what I’ve learned: Remote onboarding doesn’t ⭐fail⭐ because of location. It fails because of assumptions. Assuming someone will “just speak up.” Assuming they’ll know what success looks like. Assuming they feel like they belong. Without hallway chats or shadowing, remote employees miss all the informal context that makes onboarding feel human—not just functional. Here’s how I’ve made it work: 💬 Over-communicate expectations and priorities 🎥 Use video, even for 15-minute check-ins 📅 Create a rhythm of connection—1:1s, team intros, buddy syncs ☕ Encourage informal conversations (yes, even virtual coffee chats) Remote doesn’t have to mean disconnected. In fact, with the right systems, it can feel even more inclusive. It took me many years of learning the hard way to build this out. And I’d like to share it with you, no strings attached. (see link in comments) That’s why I built these practices right in our Manager Onboarding Kit—to help leaders support their teams with intention, no matter where they are.