The hidden rule of every first job: Earn trust before expectations
Most people think the first few weeks of a new job are a grace period.
They are wrong. It is your first test, and most people fail it quietly.
Over the years at Packative, I have hired many people, especially juniors, and seen which ones thrive and which ones fade quietly. What I am about to share is opinionated. It is not a rulebook. But it comes from watching patterns repeat across roles, teams, and years.
The real competition you are up against
When someone applies for a job today, their application is often one among hundreds.
Recruiting benchmarks show that the average application-to-interview ratio is only 3–8 percent. Many postings receive around 250 applications, but only 4 to 6 people are actually interviewed.
So when I say "for every single position, there are often ten times more applicants than interviews," that is actually conservative. In some industries, the ratio is far higher.
When you finally get hired, you have already made it through an incredibly selective process. That is why your first weeks are not just onboarding. They are your real opportunity to prove that the company made the right decision.
Primeagen's lesson and how I see it
Primeagen, a Twitch streamer and software engineer, shared a video that perfectly captures what many new hires get wrong in their first weeks.
You can find his original video here: Primeagen on Instagram
In his own words:
At any job when you first join, for the first little bit of time no one expects anything of you, and you get to set a lot of the expectations in what they think of you. In this moment, it is a very important moment.
What I think a lot of people end up doing, and what I did for a long time, is they race as hard as they can to deliver as much value as fast as possible. I always had this goal on day one, I wanted to get a PR up and running. I did this at almost every single job except for Netflix. At Netflix, it was day two when I got my first PR.
Looking back on this, I kind of wish I would do something different...
His point is profound. The first weeks are a unique window. No one expects performance yet, but everyone is watching how you approach learning, collaboration, and ownership.
Primeagen's advice focuses on using that period to build trust and gather "tribal knowledge" by asking questions, actively listening, and participating in meetings. He also emphasizes establishing clear expectations with your manager early on, showing that you are dedicated, engaged, and focused on learning how the company truly operates.
He is right.
In your first days, expectations are still flexible. You have control over how people perceive you. But once those expectations are set, they harden quickly.
Looking back, I would phrase it slightly differently.
Do not just figure out what you have to do. Show up, show your passion, your dedication to building your own career, and your eagerness to learn not just in 9 to 6 hours but beyond that.
Explore, ask, and dig deeper. Use this time to understand the people, the product, and the culture. Before the real race starts, you have a window to shape your role and your reputation.
Prioritize learning and trust-building. Those two things will define the rest of your journey in the company.
What I expect in the first weeks
In the first two weeks, I do not expect results. I expect curiosity.
You should be listening, observing, taking notes, and asking questions. Make yourself visible through how actively you learn.
Between week two and four, I expect movement. Start testing small things, fixing issues, or contributing ideas.
After about a month, I look for ownership: Do you take initiative, deliver small wins, or suggest improvements without being told?
If after several weeks there is still little visible curiosity or progress, that is usually a sign that something is missing. The difference between a new hire who learns and one who drifts is visible very early.
The hidden secret of top performers
You can usually see it.
And maybe this is one of my hidden secrets, but it is simple enough that everyone can understand.
Top performers spend extra time in those first days.
Not because anyone told them to, but because they want to catch up, learn, and skill up.
That extra time is what makes your career successful. Career building does not belong to the company. It belongs to you. Your performance and attitude will always reflect how much you invest in yourself.
I have seen this pattern repeatedly.
Some people strictly stick to 9 to 6 from day one, which is fine.
But the top performers, they either stay longer to dive deeper, ask questions, and learn, or they take their laptop home to study and prepare.
And the next morning, you can tell.
They arrive with questions, ideas, and follow-ups. They think about what to improve next. That is what separates an average performer from a high performer.
Not once, but every high performer in our company has done this.
They spend those early days learning relentlessly, asking questions, studying the systems, and returning the next morning with new ideas and insights.
That kind of initiative does not come from instruction manuals. It comes from ownership.
Early effort compounds
The "secret" to a successful first week at a new job is not about working the longest hours.
It is about being proactive, positive, and genuinely curious.
These are habits that might sound simple but are often missing today.
Prepare and be punctual. Plan your commute, your meals, and your first day so you arrive calm and ready.
Listen and observe. Watch how people interact, how decisions are made, and what is valued. Learn the unspoken rules.
Take notes. You will get more information than you can remember. Writing things down helps you retain knowledge and avoids asking the same question twice.
Ask thoughtful questions. Curiosity is not a weakness. It shows initiative and the desire to understand.
Build relationships. Introduce yourself to colleagues. Invite someone for coffee or lunch. Create a network of people who can support your growth.
Find a mentor. Identify someone experienced who can guide you, answer your questions, and help you navigate the culture.
Avoid gossip and politics. Stay neutral and focused on learning, not sides or opinions.
Do not overshare. Keep personal details limited until you have built trust.
Set realistic expectations. Promise what you can deliver. It is better to start small and exceed expectations than to overcommit and underdeliver.
Set small goals. Aim for achievable milestones that build confidence.
Manage stress and patience. A new job can be overwhelming. Rest, exercise, and keep perspective. Progress takes time.
And above all, make sure to put your personal time into developing your career.
Your growth is not limited to office hours. Read, practice, study, and reflect.
The best investment you can make is in yourself.
These fundamentals might sound traditional, but they are timeless.
They separate professionals who grow steadily from those who stagnate.
It's your time to convince
I am not writing this to preach.
I am writing it because I have watched talented people fail quietly, not from lack of skill, but from missing this mindset.
In your first weeks, nobody expects perfection.
But everyone notices movement, curiosity, proactiveness, passion, and drive.
You are not there to just punch in your hours and get your paycheck. You are there to learn and must convince people that you are worth believing in.
Before formal expectations begin, show that you can drive yourself, take ownership, and build trust.
Treat your first month as your audition.
It is not about surviving probation. It is about proving that the company made the right choice by hiring you.
Showing up early, asking questions, and learning harder than anyone else is what puts you on the map for growth and lasting success within the company.
Connect with Dominik
- LinkedIn: /in/ddanninger
- Visit Packative: packative.com/en
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