The first 90 days are already spoken for. Spend them deciding, not discovering.
Much of the listening and discovery expected of a new leader can happen before Day 1 — with the people they will soon work alongside. They step in with the priorities, gaps, dependencies and unresolved decisions already visible — not a predetermined answer, but a starting point they can challenge, reprioritize and own.
Forty-five minutes. No deck, no prep. Bring the charter you are hiring against.
Understanding and traction, out of the same 90 days.
Every credible playbook tells an incoming leader to listen before leading. The same playbooks punish them for it. Spend the quarter mapping and the board loses confidence before a mandate exists. Arrive with the strategy already written and peer resistance sets in within the first two weeks, and it rarely dissolves inside 90 days.
Both failures share a cause. The evidence gathering and the credibility window are the same 90 days, and there is only one of them.
Bain & Company, 2024, surveying 400+ executives and senior leaders. PwC Pulse Survey, 2024. KPMG global transformation research, 2026. McKinsey, 2025.
Run the listening before the clock starts. With the peers in the room.
ETEGY works the value stream, business unit or function the role has to change, with the leaders who already run it. What comes out is not an outside opinion. It is what that group agreed on, organized into work that can be sequenced, owned and argued with.
Something to run their first leadership meeting on.
An initiative-level portfolio for the part of the business the charter names. It holds across the value stream, up the line to the sponsor, and at the level the board reads.
They hit the ground running because you prepared the ground.
Structuring the work is not deciding it.
The incoming leader challenges it, reprioritizes it and owns it. ETEGY removes the blank sheet, not the judgment.
When the timing allows it, the same work runs with the new leader in the room.
Test finalists against the work.
The portfolio can go into the final stage of the search. Give candidates the transformation you believe the role has to lead, and ask three questions: what would you challenge, what is missing, and how would you sequence it?
The answers separate candidates faster than a resume review does, and the one you hire arrives having already engaged with the work.
This is work ETEGY has carried inside live transformations, not a new offer built for this page.
60+ board- and executive-sponsored mandates across services organizations from $400M to $20B, including operating resets carried through changes of leadership.
Figures anonymized. Specifics under NDA.
This usually begins with one engagement.
Scoped to one mandate’s operating boundary. A current-state read before anything is funded, producing the portfolio above.
Explore the Diagnostic → If capacity is the gap, not definitionInterim or fractional CTrO on the mandate while the search runs, or senior counsel beside the sponsor.
Explore Leadership →Each ETEGY engagement states what you leave with and sells on its own. Nothing here is scoped so that the next engagement becomes necessary.
The window is open while the role is. It closes on the start date.
Bring the charter you are hiring against. Forty-five minutes, no deck, no prep, and useful whether or not we work together.