David stays engaged with every placement through onboarding, checking in through the first weeks on the job.
A new Engineering Manager's first quarter sets the tone for their whole tenure. Here's a concrete plan for what each phase should actually accomplish.
See the plan1:1s with every team member, understand the real state of the codebase and morale, no big changes yet.
A visible, low-risk win that proves technical credibility and builds trust with the team.
With context and trust established, start shaping process, priorities, and any structural changes.
Making big changes in the first 30 days, before there's enough context to know what actually needs to change. A new manager who reorganizes the team or rewrites process in week two, without first understanding why things are the way they are, usually burns trust they'll spend months rebuilding.
Ship something small and real before you try to change anything big. Credibility comes from doing, not from opinions in the first week.
David stays engaged with every placement through onboarding, checking in through the first weeks on the job.
Book a 15-minute call. We stay engaged with every placement through their first quarter.
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