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pub:company:leadership [07.06.2026 14:42] – [Departure communication] Predrag Tasevskipub:company:leadership [15.06.2026 06:29] (current) – Predrag Tasevski
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 This page contains information that managers and other leaders at Unicis should know about running a great company. This page contains information that managers and other leaders at Unicis should know about running a great company.
 +
 +==== Leadership Philosophy ====
 +
 +I spent years as a CISO blocking things — stopping product launches, rejecting vendors, enforcing policies that slowed teams down. Now I build tools so founders don't face that wall.
 +
 +My goal as a leader is to make compliance feel like a competitive advantage, not a tax. As a human, I want to build something that outlasts the hype cycle: useful, open, and unambiguously European.
 +
 +This philosophy shapes who we hire, what we say no to, and why we open-source by default.
  
 ==== CEO Flaws ==== ==== CEO Flaws ====
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 ++++ ++++
  
 +==== CEO Growth Plan ====
  
 +These are the active mitigations I am working on for each flaw listed above. This section is reviewed and updated every quarter.
 +
 +//Last reviewed: June 2026//
 +
 +=== Over-specifying solutions → Delegating problems, not answers ===
 +
 +  * Before assigning any task, I ask myself: am I handing off the //problem// or my preferred //solution//? The goal is the former.
 +  * Team signal: anyone can ask "What was the original issue?" at any time — this is encouraged, not awkward.
 +  * Weekly self-check during Level 10 prep: did I delegate a problem or a solution this week?
 +
 +=== Speaking too quickly → Structured, async-first communication ===
 +
 +  * Default to async (Matrix message or Nextcloud doc) for complex topics before calling a meeting.
 +  * On video calls: if I have spoken more than 3 minutes uninterrupted, I stop and explicitly ask for reactions.
 +  * Anyone can say "Predrag, hold on" — this is a feature, not an interruption.
 +
 +=== Moving too fast → Deliberate decision checkpoints ===
 +
 +  * Any decision affecting more than one person gets a 24-hour pause before it is finalised.
 +  * Rocks and issues are reviewed in the Level 10 meeting — not acted on unilaterally between sessions.
 +  * For things that are "almost done," I ask for early feedback rather than waiting for a polished result.
  
 ==== Contact the CEO ==== ==== Contact the CEO ====
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   * **Major Decisions:** Making important business decisions that affect the company's overall direction and health.   * **Major Decisions:** Making important business decisions that affect the company's overall direction and health.
   * **Public Representation:** Being the company's spokesperson at events, in the news, and with people outside the company.   * **Public Representation:** Being the company's spokesperson at events, in the news, and with people outside the company.
 +  * **Technical Review & Approval:** All technical decisions, infrastructure changes, tool introductions, and contractor access are reviewed and approved by the Founder.
  
 ==== Co-Founder Responsibilities ==== ==== Co-Founder Responsibilities ====
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   * do NOT go through training using the contributor onboarding issue.   * do NOT go through training using the contributor onboarding issue.
   * do NOT fill any existing open position.   * do NOT fill any existing open position.
 +  * must comply with the [[pub:trust_center:tpsrm|Third-Party & Contractor Infrastructure Security policy (TPSRM)]] before being granted any system access.
  
-They track time using the [[communications#time_tracking|time-tracking]] and sign a consulting agreement with Unicis.+They track time using the [[pub:company:communications#time_tracking|time-tracking]] and sign a consulting agreement with Unicis.
  
 To hire a consultant, please talk to the CEO. To hire a consultant, please talk to the CEO.
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 === Approving a new position === === Approving a new position ===
  
-The Founder, Co-founders, and Directors will need to approve the new position and keep the company [[unicis|values]] and [[unicis|culture]] in mind.+The Founder, Co-founders, and Directors will need to approve the new position and keep the company [[pub:company:unicis#culture|values]] and [[pub:company:unicis#culture|culture]] in mind.
  
 === Recruiting === === Recruiting ===
  
-Please check our [[pub:recruitment|recruting process]].+Please check our [[pub:recruitment|recruiting process]].
  
 === Receiving job applications === === Receiving job applications ===
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 === Candidate correspondence email templates === === Candidate correspondence email templates ===
- 
  
 Email templates for candidate communication are stored in Nextcloud under ''/HR/Templates''. Contact the CEO for access. Basic templates cover: invitation to interview, rejection, offer, and offer acceptance confirmation. Email templates for candidate communication are stored in Nextcloud under ''/HR/Templates''. Contact the CEO for access. Basic templates cover: invitation to interview, rejection, offer, and offer acceptance confirmation.
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 ==== Changing roles and positions ==== ==== Changing roles and positions ====
  
-FIXME+Role changes are proposed by the employee or their manager. Submit a brief proposal in Nextcloud (tagged with ''role-change''), reviewed by the CEO. If approved, update the [[pub:company:accountability_chart:start|Accountability Chart]], announce the change, and adjust access and compensation as needed.
  
 ==== Delivering performance feedback ==== ==== Delivering performance feedback ====
  
 At Unicis, we give everyone feedback every six months. We gather feedback from at least two or three other team members and provide professional feedback aligned with company values. At Unicis, we give everyone feedback every six months. We gather feedback from at least two or three other team members and provide professional feedback aligned with company values.
 +
 +{{tag>leadership ceo hiring freelancer culture values}}