There’s something singular about the first 90 days in any new role. It's a sprint and a study, a window of both intense observation and early action. But when you step into a company at its earliest stages, those first 90 days feel different. Every meeting is foundational. Every decision sets a tone. And every moment carries both the weight and the excitement of shaping something that doesn’t exist yet.

That’s been my experience at Tenetic, a company not just in motion, but in formation. To help build from the ground up is an incredible opportunity. But more than the work itself, it’s the way we’ve approached it that’s stood out: intentionally, collaboratively, and with a genuine sense of purpose.

Foundations That Last

In any early-stage company, there’s a natural bias toward speed. But speed without structure can easily become chaos. That’s why one of my earliest priorities was to lay down a people strategy that could scale with the company, not just to meet the needs of today, but to anticipate the complexities of tomorrow.

That means:

• Designing a forward-looking HR strategy rooted in clarity, adaptability, and long-term talent development.

• Launching LinkedIn Recruiter in close partnership with cross-functional teams, giving us a more strategic lens into talent acquisition and brand positioning.

• Refining core HR operations to support fast growth while keeping culture and employee experience at the center.

None of these are “check-the-box” activities. They’re culture-shaping levers. Because how we grow matters just as much as how fast we grow.

Culture Lives in the Everyday Moments

One of the biggest insights in these first 90 days has been just how much culture is shaped in the small moments: who gets invited to a meeting, how feedback is given, what happens when things go wrong. Culture isn’t a deck. It’s a behavior pattern. It’s a collective mindset.

At Tenetic, I’ve found a team that leads with generosity, moves with urgency, and treats people with respect. We challenge each other, but we also support one another without ego. That kind of environment doesn’t just happen. It’s built deliberately, daily, and through trust.

And leadership plays a pivotal role. I’m especially grateful to Chris Wilson and John Bremer for their partnership in setting that tone. Their clarity and conviction have created space for experimentation and thoughtful risk-taking, critical ingredients in any early-stage venture.

Quick Wins, Real Signals

Around week six, I revisited an article by innovation strategist Tendayi Viki on how to build momentum in the first 90 days. He writes about the power of early champions and quick wins, not as performative moves, but as meaningful signals that change is both possible and already in motion.

That framing deeply resonated. In a new role, quick wins aren’t about vanity metrics. They’re about signaling alignment, earning trust, and proving that good intentions can translate into real outcomes. They also help create early momentum and drive deeper, longer-term transformation.

What Comes Next

These first 90 days have been defined by listening, learning, and laying groundwork. The next chapter will be about scaling thoughtfully, growing the team, evolving our practices, and staying anchored to our mission.

If there’s one takeaway, I’d offer to others stepping into a new role or building something new, it’s this: Momentum doesn’t start with motion. It starts with meaning. When you lead with purpose, build with people, and move with integrity, the rest begins to align.

We’re just getting started at Tenetic, but the early signs are promising and I’m proud to be part of a team that’s building something with both heart and ambition.

Here’s to the next 90.