What's the Company Culture Like at SentiLink?

Name a recent decision that clearly reflected your values. What changed as a result?

One of the biggest decisions I made recently was replacing our twice-yearly performance reviews with alignment check-ins. We wanted performance management to reflect our value of “follow through” — making feedback an ongoing commitment rather than something that happens a couple of times a year. Monthly conversations create more opportunities to recognize great work, address challenges early and keep development goals moving instead of waiting months to course-correct. The shift has made performance discussions feel more actionable and less stressful because there are no surprises. Managers have better visibility into employee growth, employees receive more timely coaching and we’re able to make better-informed decisions around development, promotions and performance. It reinforces the idea that supporting employee success isn’t an event, it’s a habit.

What habit keeps cross-team work moving — and how do you track its effect?

One habit that’s made a huge difference is introducing "hotspots" and "hotspot reviews" for key cross-functional initiatives — short-term priorities that are critical to company goals. Every executive reports on hotspot progress weekly, which forces early conversations about blockers, dependencies and tradeoffs. Then, once a month, we review progress with a broader leadership group so everyone understands how work connects to company priorities. The value isn’t just accountability; it’s creating alignment before problems become delays. We track effectiveness by watching how quickly blockers are surfaced and resolved, whether hotspots are completed on schedule and whether teams can clearly explain how their work contributes to company goals. The process also reduces duplicate work because priorities stay visible instead of living within individual teams.

How do you make recognition fair and visible — and what metric proves it works?

Recognition is everyone’s responsibility, not just a manager’s. Every week all hands begin with “True SentiLinker” shout-outs, where employees recognize peers who’ve demonstrated one of our company values in the past week. That makes recognition visible across functions and ensures we’re celebrating the behaviors that drive our culture — not just the biggest wins. Managers reinforce this in their regular one-on-ones, but peer recognition gives us a much broader view of impact that leaders might otherwise miss. We track participation by looking at the volume and distribution of shout-outs across teams and values, ensuring recognition isn’t concentrated within a handful of functions or individuals. Combined with employee engagement feedback on feeling valued, it gives us confidence that recognition is both meaningful and equitable while continually reinforcing the culture we’re building.