People Decisions
22 decisions
Commit to increased visibility with engineering org
Jan 14, 2026 · people · high88% confidence
In response to employee feedback about low visibility creating a trust gap and fear-based culture perception, committed to: bi-weekly positive Slack updates, more 1-on-1s with key individuals, frequent positive feedback in public channels, weekly summary of focus areas, and an SF meeting with Nathan/Justin/Max.
People: Nathan Blackham, Max Spevack, Justin Haynes
Jason Lewis Termination Timeline
Jan 13, 2026 · people · low88% confidence
Jason Lewis is slated for termination by end of January. Timing is delayed to allow ISO certification work to complete over the next two weeks, as his name is on that work.
People: Jason Lewis, Mariah Rippee
Justin Coaching - Ambiguity Tolerance and Explicit Pushback
Jan 12, 2026 · people · medium83% confidence
Coached Justin on the Depot/Portal bounty disconnect. Addressed two issues: (1) Justin needs to get comfortable moving through ambiguity and letting his team explore before designs are fully baked - unlearning 10 years of Amazon training. (2) When Peter pushes for something, Justin needs to either do it or explicitly debate/push back - not quietly not execute.
People: Justin Haynes, Max Spevack, Westley, Greg Kurtzer
Termination Messaging Strategy - Organizational Signal
Jan 12, 2026 · people · high85% confidence
Discussed with Max the organizational messaging around Trinity termination. The termination is not about introducing fear but correcting a losing posture that existed before. Nathan was coached to communicate clearly that Trinity was not meeting the bar, and that leadership alignment is expected.
People: Max Spevack, Nathan Blackham, Trinity Quirk
Max Spevack Role Expansion - Formalized Authority
Jan 12, 2026 · people · high82% confidence
Announced to engineering that Max takes a dedicated leadership role spanning Linux Engineering and RAT, reporting directly to Peter. Max acts with Peters authority in meetings, serves as quality gate for major decisions, shapes engineering culture, and is an escalation point outside the management chain.
People: Max Spevack, Nathan Blackham, Justin Haynes
Trinity Quirk & Chris Short Terminations Executed
Jan 11, 2026 · people · critical92% confidence
Terminated Trinity Quirk for failing to progress NARF/CVE automation integration despite clear expectations. Terminated Chris Short for failing to deliver on critical RESF-related goals. Sent transparent communication to all of engineering explaining the WHY behind these decisions.
People: Trinity Quirk, Chris Short, Nathan Blackham, Max Spevack, Mariah Rippee, Bjorn Hovland, Ryan Smith, Steve Wallace
Leadership 1:1s with Maple, Dieter, Andrew
Jan 6, 2026 · people · medium78% confidence
Decision to begin regular 1-on-1s with Maple, Dieter, and Andrew (when onboarded) to build trust and ensure unified messaging.
People: Maple, Dieter, Andrew, Nathan Blackham, Bjorn Hovland
Ali Contract Termination Executed
Jan 6, 2026 · people · medium92% confidence
Sent termination email to Ali Erdinç Köroğlu on Jan 5 after missed Dec 31 sync meeting and other missed meetings. Coordinated with Mariah (HR) and Sarah to cancel calendar invites and deactivate systems.
People: Ali Erdinç Köroğlu, Mariah Rippee, Sarah Almaraz, Jeff
Friday Layoff List Finalized
Jan 6, 2026 · people · critical85% confidence
Finalized the layoff list for Friday Jan 9: Eli, Derek, Chris Short, Craig, and Trinity. Jason deferred due to ISO certification needs.
People: Greg Kurtzer, Bjorn Hovland, Sarah Almaraz, Mariah Rippee, Eli, Derek, Chris Short, Craig, Trinity
Public Acknowledgment of Jason Scott Leadership Transition
Jan 2, 2026 · people · low55% confidence
Posted public thank you in #department-heads: "Thanks for your leadership and steady hand Jason. Looking forward to this new chapter with you and really glad youre a part of this team."
People: Jason Scott
NARF Performance Accountability - Public Termination
Jan 2, 2026 · people · critical88% confidence
Decided to execute a public termination within Nathan's org on Monday if NARF deliverables are not met. This is specifically intended as organizational signaling to drive accountability and force motion across the team. A second termination (Chris) may be required for legal reasons.
People: Trinity Quirk, Chris, Nathan Blackham, Ryan Smith, Max Spevack
Ali Contract Termination
Jan 2, 2026 · people · medium85% confidence
Decided to end Ali's contract after he missed another check-in meeting and failed to demonstrate proactive delivery necessary for a remote contractor. Reached out to Mariah to understand the process steps.
People: Ali, Mariah Rippee, Nathan Blackham
Advocate for Ryan's Strategic Seat
Dec 31, 2025 · people · high · organization88% confidence
Committed to securing Ryan Smith a seat at the strategic decision-making table for RESF/Rocky Linux matters. Specifically promised to advocate for his inclusion in key meetings with Bjorn and Greg.
People: Ryan Smith, Bjorn Hovland, Greg Kurtzer
Andrew Jorgensen Level Flexibility Confirmed
Dec 31, 2025 · people · medium76% confidence
Clarified with Brianne that Andrew does not need to come in as Maxs peer. Happy to slot him into either the more senior or less senior position based on his comfort. Want him coming in feeling happy and excited about what hes signing up for.
People: Brianne Clasen, Andrew Jorgensen, Nathan Blackham
Ali Contract Termination Warning
Dec 31, 2025 · people · medium75% confidence
Alis contract will be terminated immediately if tomorrows progress review is unsatisfactory. This sets a clear performance standard and signals that when work is deemed important, there is no time to wait for progress - it must be executed efficiently and quickly.
People: Nathan Blackham, Ali
Andrew Jorgensen Hiring Approved
Dec 31, 2025 · people · high82% confidence
Approved hiring Andrew Jorgensen for an IC role reporting to Nathan Blackham. Offered flexibility on level - he can come in at senior or less senior position based on his comfort.
People: Andrew Jorgensen, Nathan Blackham, Max Spevack, Justin Haynes, Brianne Clasen
Andrew Jorgensen Hiring - Deferred to Role Clarity
Dec 24, 2025 · people · medium70% confidence
After CTO interview for Sr. Linux System Engineer, did not fill in final hire/dont recommendation. Deferred to Max/Nathan to clarify what they want him doing and culture fit concerns.
People: Andrew Jorgensen, Max Spevack, Nathan Blackham
Bonus Criteria - Strategic Alignment Required
Dec 24, 2025 · people · medium71% confidence
Established bonus criteria: bonuses should be for accomplishments aligned with strategic goals that help scale or deliver faster, not just for being an awesome developer.
People: Sultan, Ryan Smith
Chris Short Performance Review Ratings
Dec 19, 2025 · people · medium72% confidence
Finalized yearly review ratings for Chris Short: 2s in Optimism and Efficiency, 3s in other categories. Offered to deliver the review personally.
People: Chris Short
Managing Sensitive Departure - Process Access and Timing
Dec 19, 2025 · people · high80% confidence
Managing departure of an employee being walked out in 2 weeks. Ensuring process continuity and controlling timing of communication.
Talent Introduction for Fuzzball Org
Dec 19, 2025 · people · medium73% confidence
Introduced Meena Rajvaidya to Chris Wolford via email, recommending her as a senior leader for the Fuzzball org with deep experience in monitoring/visibility.
People: Meena Rajvaidya, Chris Wolford
Talent Introduction for Fuzzball Org
Dec 19, 2025 · people · medium74% confidence
Introduced Meena Rajvaidya to Chris Wolford, recommending her as a senior leader candidate for the Fuzzball org, noting her deep experience in monitoring/visibility from when she previously worked for Peter.
People: Meena Rajvaidya, Chris Wolford