Patrick Culp

Jul 9, 2026

Decisions

Active Todos

Patterns

Decisions (1)

Pass on Patrick Culp for now (no black mark), re-engage in 3-6 months

In the Round Table hiring debrief for candidates Ben Howard and Patrick Culp, Peter decided to pass on Patrick Culp for now - explicitly not a hard rejection - with intent to re-engage him in three to six months. Stated reason: he wants breadth of past experience coming into Nathan org right now. Peter committed to co-drafting the decline and re-engage message with Bree Clasen.

Jul 9

people

Related Patterns (3)

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.

131 occurrences73% success

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.

129 occurrences73% success

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.

89 occurrences74% success