David stays engaged with every leadership placement through their first quarter.
A new VP of Engineering has to earn credibility with an entire organization, not just one team. That takes a more deliberate first quarter than a typical hire.
See the plan1:1s across every team, honest conversations about what's actually working and what isn't, before proposing anything.
A concrete, credible win, delivery, architecture, or hiring, that proves judgment without overreaching.
With trust and context established, start shaping hiring plans, architecture standards, and how engineering shows up in company planning.
A VP of Engineering isn't just earning trust with one team, they're earning it with every Engineering Manager, every senior engineer, and often the rest of the leadership team simultaneously. Moving too fast on org changes before that trust exists is the single most common reason a strong VP hire stalls in the first year.
The org will forgive a slow start. It won't forgive a fast, wrong one.
David stays engaged with every leadership placement through their first quarter.
Book a 15-minute call. We stay engaged with every leadership placement through their first quarter.
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