Zorina
Mar 10, 2026 - Jun 12, 2026
2
Decisions
0
Active Todos
6
Patterns
Categories
Decisions (2)
Intent to move Ascender to Zorina with dedicated headcount; stays under Justin for now
Peter decided the direction for Ascender (and Ascender Pro; Ledger Pro pending a Bjorn confirmation): move it under Zorina as a clean, dedicated product home, with headcount Peter has secured for Zorina to hire a team (Bay-Area-first, lightly). For now Ascender remains under Justin — NOT Nathan — and the move to Zorina is directional intent, not yet executed. Larry and Jimmy (original engineers) move to sales-support under Bjorn. Intent is to productize Ascender like any other shippable product rather than leave it an orphan.
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.
Related Patterns (6)
Executive Sponsorship for Strategic Partnerships
Strategic cross-company initiatives and major client partnerships require executive-level accountability to move at the right pace and ensure proper prioritization.
Small Circle for Sensitive Operations
When executing sensitive strategic operations, keep the circle of informed people as small as possible to prevent leaks that could accelerate hostile action or undermine the initiative.
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.
Protect Engineering Capacity
When external demands threaten to overload engineering capacity, protect capacity by either requiring the demand to come with additional resources, or forcing hard prioritization choices upstream.
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.