People Decisions
22+ recent decisions
Initiated proactive top performer temperature checks
Feb 24, 2026 · people · high71% confidence
After Ian Kaneshiro's resignation, Peter directed the senior leadership group in #distinguished-leaders to split up and individually meet with top performers to take their temperature. This is a systematic retention check rather than just crisis management for the single departure.
People: Greg Kurtzer, Bjorn Hovland
Delegated Jason Lewis termination coordination to Mariah for March 3
Feb 6, 2026 · people · high90% confidence
While preparing for Dubai trip, delegated coordination of Jason Lewis termination logistics to Mariah Rippee, asking her to work with Steve Wallace during the week Peter is out, targeting the first Monday of March (March 2).
People: Mariah Rippee, Steve Wallace, Jason Lewis
Jason Lewis Termination - Ready to Action
Feb 4, 2026 · people · medium92% confidence
Confirmed readiness to proceed with Jason Lewis termination now that the ISO 27001 certification letter has been received. Will coordinate with Steve Wallace and Mariah Rippee (HR) to execute. Jason recently requested a seat at the table for self-service discussions, unaware of the pending action.
People: Jason Lewis, Steve Wallace, Mariah Rippee
CODE2 Values Redefinition - From Traits to Behaviors
Feb 3, 2026 · people · high92% confidence
Proposed redefining CIQ CODE2 values from character traits (what people are) to observable behaviors (what people do). Created comprehensive framework translating each value (Customer Centric, Optimistic, Dedicated, Efficient, Excellent) into concrete, measurable actions for engineering. Shared draft with Bjorn first for alignment, then presented to Greg in 1:1.
People: Bjorn Hovland, Greg Kurtzer, Max Spevack, Damon
Created #hey-pete-look channel for engineering visibility and recognition
Jan 31, 2026 · people · medium85% confidence
Created a Slack channel #hey-pete-look for engineering managers to share wins and significant accomplishments. Two purposes: (1) provide Peter visibility to enable recognition when things go well, (2) create cross-team visibility of accomplishments. Committed to look at everything shared, but not necessarily comment on everything.
People: Nathan Blackham
Servant leadership requires clear targets
Jan 30, 2026 · people · medium90% confidence
Servant leadership and mentoring are fine, but must be paired with clear targets. Without clear targets, you cannot train the system. The AND between servant leadership and clear targets is mandatory - you cannot have one without the other.
People: Max Spevack, Nathan Blackham, Justin, Peter Nelson
Team building over individual protection - Machiavellian approach
Jan 30, 2026 · people · critical90% confidence
Stop protecting individuals at the expense of team success. The body being taken care of is the team, not individual engineers. Every day spent betting on someone who wont make it hurts the team. You already know who youre going to fire - just convince yourself youve done due diligence.
People: Max Spevack, Nathan Blackham, Peter Nelson
Trinity backfill for RLCAI/RLCH work, not maintenance
Jan 30, 2026 · people · high90% confidence
Use Trinitys backfill headcount to hire for RLCAI and RLCH work, not maintenance. Look for someone who can hold their own technically with Maple but will push AI adoption aggressively. Jamin identified as strong candidate - automation-first thinker, delivers and iterates, QA mindset.
People: Max Spevack, Nathan Blackham, Peter Nelson, Jamin
Redefine wins to only celebrate step-function improvements
Jan 30, 2026 · people · high90% confidence
Reset the definition of wins across engineering teams to only celebrate step-function improvements and exceptional contributions, not completing expected work. Use recognition strategically as a management lever to train teams toward higher performance.
People: Max Spevack, Nathan Blackham, Justin Haynes
Clarified bonus evaluation framework - above and beyond for step-function impact
Jan 30, 2026 · people · low80% confidence
Clarified to Steve Wallace that bonuses are awarded for actions that are above and beyond standard role expectations and provide a step function for CIQ - not for standard job performance, which is covered by salary. Also confirmed TJ bonus (Greg approved Jan 23 via private DM) and committed to close the loop with Greg.
People: Steve Wallace, TJ, Greg Kurtzer
Directed output-based management approach for underperforming engineers
Jan 30, 2026 · people · high85% confidence
Directed Chris Wolford to shift from activity-based to output-based management for engineers Kyle, Thomas, and Cole. Set ambitious goals (2x output), measure only results, give underperformers a short window (2 weeks) to meet targets, and replace them if they miss. Guaranteed headcount back for every open chair for the next 6 months.
People: Chris Wolford, Kyle, Thomas, Cole
Sensitive Decision
Advocated for PIC team progress to Greg
Jan 28, 2026 · people · medium80% confidence
Reported to Greg (CEO) about satisfaction with Chris Wolford team improvement and transparency. Thanked Greg for going into PIC Demos meeting with open mind despite having strong opinions. Highlighted Ian Kaneshiro as fantastic.
People: Greg Kurtzer, Chris Wolford, Ian Kaneshiro
Approved full-time offer for contractor
Jan 28, 2026 · people · low68% confidence
Approved extending a contractor and also making a full-time offer if they would like it.
People: Christina Brower
Losing patience with Brady - not seeing him learn
Jan 28, 2026 · people · medium70% confidence
Expressed that patience is running out with Brady because he is not learning. His goals are reasonable but his execution (adding unnecessary content to PRDs) is not improving despite feedback.
People: Brady Dibble, Max Spevack
Explored Max taking Product role for Linux
Jan 28, 2026 · people · medium65% confidence
Floated the idea of Max potentially taking a Product role for Linux (or the head of Product for Linux role) while acknowledging his preference not to manage people. Framed as a question to explore optionality.
People: Max Spevack, Brady Dibble, Bjorn Hovland
Considering transition period policy for departures
Jan 23, 2026 · people · low58% confidence
Agreed to consider a policy change where departing staff could be offered a choice: immediate exit or a paid transition period (e.g., 2 weeks) for a clean handoff. This came from Maple feedback about Trinity terminations creating project handoff gaps.
People: Jonathan Maple
Jason Lewis layoff with Steve Wallace as compliance owner
Jan 23, 2026 · people · high82% confidence
Decided to proceed with Jason Lewis departure (structured as layoff) due to expectation misalignment and damaged relationship with Bjorn. Steve Wallace will assume all compliance responsibilities (ISO 27001, SOC 2, ISO 42001). Budget reserved for full-time replacement after 6-month layoff waiting period. Fractional hire and external auditor approved for interim.
People: Steve Wallace, Jason Lewis, Mariah Rippee, Bjorn Hovland
Committed to more balanced team communications after Dieter feedback
Jan 22, 2026 · people · medium88% confidence
After receiving feedback from Jonathan Dieter that team communication is often perceived as negative, and that the Trinity termination created a one mistake and youre out perception, committed to sending more balanced messages to engineering.
People: Jonathan Dieter
Sensitive Decision
Empower Damon to execute on RLC-AI without being blocked by Jeff
Jan 17, 2026 · people · high88% confidence
Directed Justin to tell Damon that he should press ahead with RLC-AI/Basil work and not let himself be blocked by Jeff, who claims ownership but fails to deliver. Damon should inform Jeff what he is doing rather than wait for permission.
People: Damon, Jeff, Justin Haynes
Jason Lewis Retention Review - Requested Written Impact Case
Jan 16, 2026 · people · low82% confidence
Paused final decision on Jason Lewis role and requested Steve write a formal case detailing the operational impact of Jason departure - specifically on ISO 27001/42001 certifications and CIQ Federal work.
People: Steve Wallace, Jason Lewis, Bjorn Hovland