Mariah Rippee
Dec 24, 2025 - Mar 11, 2026
17
Decisions
0
Active Todos
5
Patterns
Decisions (17)
Asset Management — Backend-First, Bridge to Views
Advocated for deciding where the asset management backend should live first, then building bridges to expose it wherever needed (Jira, Rippling). Explicitly disagreed with Greg's framing that building bridges adds unnecessary complexity.
Zorina LOA — Grant Extended PTO to Retain
Decided to grant Zorina 5 weeks of PTO (May 4–June 5) if her FMLA application is denied. FMLA application goes first for compliance, but the fallback is already decided. Remote work from Bulgaria for 2 weeks is also approved pending IT security check. Delegated execution details to Justin and Mariah.
Approved retention check-in strategy for must-keep employee list
Approved the must-keep employee list prepared by Mariah and Chris. Committed to personally leading retention check-ins with must-keep engineering employees. Bjorn leads check-ins for his org. Mariah and Chris excluded their own teams (already monitored closely).
Sensitive Decision
Escalated Ian Kaneshiro retention to CEO level
After learning Ian Kaneshiro (PIC team, reports to Chris Wolford) resigned to join an AI startup, Peter immediately directed a retention escalation: told Mariah to get Greg talking to Ian, told Greg to do anything to keep him. After learning Ian had already accepted and wouldn't go back on it, shifted to ensuring the door stays open for a future return.
Override hiring freeze to hire Ben and Jamin for Linux engineering
Decided to bypass the company hiring freeze to bring on two key candidates: Ben (priority hire, competing with Anthropic offer) and Jamin (from Oracle, expensive but high-performing with strong ownership). Committed to sync with Mariah to clear headcount for both.
Delegated Jason Lewis termination coordination to Mariah for March 3
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).
Jason Lewis Termination - Ready to Action
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.
Performance review redesign - define traits with observable behaviors
Committed to drafting a proposal to fix the performance review system for the April/May cycle. The approach keeps existing traits but defines each with observable behaviors so managers and employees have shared understanding of what success looks like.
Jason Lewis layoff with Steve Wallace as compliance owner
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.
Jason Lewis Termination Timeline
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.
Trinity Quirk & Chris Short Terminations Executed
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.
Ali Contract Termination Executed
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.
Friday Layoff List Finalized
Finalized the layoff list for Friday Jan 9: Eli, Derek, Chris Short, Craig, and Trinity. Jason deferred due to ISO certification needs.
Ali Contract Termination
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.
Sensitive Decision
Culture Document Feedback - Focus on PMF Over Morale Programs
Gave negative feedback on culture document. Called morale initiatives (swag, customer presentations) rearranging deck chairs on Titanic. Only endorsed product training to build product-led company. Identified redundant work (H1 planning already happening) and premature planning (5-year plan).
Related Patterns (5)
Proactive Talent Pipeline Investment
Invest in building leadership bench and talent relationships before there is an urgent need. Use proven relationships from past experience to create optionality.
Accountability Follow-Through
When you issue a warning or mandate with stated consequences, you follow through. Warnings are not threats - they are commitments. The credibility of future accountability depends on following through now.
Three-Lever Talent Management
When pursuing a velocity or performance mandate, simultaneously operate on all three talent levers — upgrade (hire better), retain (protect key people), and exit (remove blockers) — rather than sequentially. This creates compounding momentum: exits free capacity for upgrades, retention preserves institutional knowledge during transitions, and upgrades raise the performance bar that justifies further exits.
Resource Optimization Through Triage
Apply cost-benefit analysis to avoid spending disproportionate time and energy on low-impact activities. Conserve resources for high-impact work.
PMF Focus Over Morale Programs
At startup stage, finding product-market fit is the real driver of morale, not swag or programs. Resources should focus on core business problems rather than premature organizational investments.