Over the past year, Big Fuel has seen its revenue more than triple, to $40 million, and its head count swell, from 70 employees to 140. But with growth comes growing pains. Like many start-ups, the New York City-based social-media marketing agency had never bothered with a formal orientation program and was finding it difficult to train all these new staff members—many of whom came from disparate industries and lacked experience in social media. As a result, Big Fuel began to experience a problem it never had: employee turnover. As the churn mounted, Avi Savar, the company’s founder and chief creative officer, grew concerned that the company would lose its competitive edge when pitching clients. “It’s a matter of staying ahead of the curve,” he says. So last June, Big Fuel unveiled an onboarding process for new hires. Here’s how the system worked for one recent hire.