<?xml version="1.0" encoding="utf-8" standalone="yes"?>
<rss version="2.0" xmlns:atom="http://www.w3.org/2005/Atom" xmlns:content="http://purl.org/rss/1.0/modules/content/">
  <channel>
    <title>Blog on Pedro Reis Silva</title>
    <link>https://68dd9c2a.personal-website-8qd.pages.dev/posts/</link>
    <description>Recent content in Blog on Pedro Reis Silva</description>
    <generator>Hugo</generator>
    <language>en-us</language>
    <lastBuildDate>Sat, 06 Jun 2026 19:33:18 +0100</lastBuildDate>
    <atom:link href="https://68dd9c2a.personal-website-8qd.pages.dev/posts/index.xml" rel="self" type="application/rss+xml" />
    <item>
      <title>Draft: Why culture programs fail in startups</title>
      <link>https://68dd9c2a.personal-website-8qd.pages.dev/posts/first-post/</link>
      <pubDate>Sat, 06 Jun 2026 19:33:18 +0100</pubDate>
      <guid>https://68dd9c2a.personal-website-8qd.pages.dev/posts/first-post/</guid>
      <description>&lt;p&gt;Startups are, by definition, organizations that are just beginning to form and mature. Culture is not a fixed asset at this stage; it is in constant flux. What works at 20 people rarely works at 50, and what works at 50 often breaks at 150. People join, people leave, more experienced hires arrive, new leaders come in, old leaders move on. A few months can completely change who is in the room and how decisions are made.&lt;/p&gt;</description>
    </item>
  </channel>
</rss>
