By Peter Lomenzo, CEO of Rover Engineering
As we prepared to grow Rover Engineering, we knew it was time to explicitly define our core values. The decision wasn’t driven by branding or corporate formalities—it was practical, necessary, and deeply personal.
Why Now?
We’re entering a phase where hiring becomes everyone’s responsibility. In a company where culture is our differentiator, I wanted every team member to feel equipped—and empowered—to make hiring decisions through a shared lens. These values are our tool for alignment: they express how we already operate, and who we want to invite into that operating rhythm.
More importantly, I believe in partnership at every level—clients, colleagues, communities—and you can’t have meaningful partnerships without shared principles.
Rooted in a Synergistic Life
Creating our values started with an internal truth: leadership shapes culture, and the way I think and approach work will naturally influence the company. I had to embrace that.
I’ve always pursued what I call a “synergistic life”—one where work doesn’t sit in a box outside of living. That belief is baked into our values: flexibility, continuous learning, adaptation, trust. We’re not building a rigid machine; we’re growing something organic. These values are an invitation to people who share that mindset.
We also have a long-term vision: building enduring client partnerships in sectors that touch our everyday lives—agriculture, education, AI, medicine. That vision needs a cultural foundation grounded in curiosity, integrity, and mutual respect.
Lessons from the Process
Defining values wasn’t about listing ideals; it was about distilling them. The hardest part? Limiting ourselves. I started with a target of three, and we landed at four. Not every good behavior needs to be enshrined—some are outcomes of strong values rather than values themselves.
Generative AI actually played a quiet but useful role here. Brainstorming through different lenses, it helped me see the connections between values and behaviors. When a value resonates across scenarios, you know you’re close to something durable.
Big Company Insights, Startup Energy
I’ve been lucky to work across the spectrum—from Amazon to startups—and each shaped my thinking. In large companies, I saw how powerful shared values could be: they gave people from different backgrounds a common language for solving problems. But I also learned that rigidity can creep in without vigilance.
From startups, I took the urgency, boldness, and flexibility. You can’t afford cultural ambiguity in a fast-growing company—it slows you down. Clear values help you move fast with confidence, attract the right talent, and exit gracefully when alignment isn’t there. It’s not just about who joins—it’s how we grow together.
Living the Values, Every Day
These values are not for the walls—they’re for the work. They show up daily in how we respond to surprises, collaborate under pressure, and strive to improve.
“Come from a Place of Yes” helps us navigate the unexpected with a spirit of collaboration, not frustration. “Make it More Delightful the Next Time” reminds us that every challenge is a chance to improve. “Make and Meet Commitments” gives us the backbone to push toward ambitious goals. And “Treasure Opportunities to Learn and Grow” sets the tone for how we treat our time—and each other.
As we scale, these values won’t be static. Just like the people who live them, they’ll evolve. But they give us the vocabulary to check in, to communicate more clearly, and to grow with intention.
A Final Thought
If you’re leading a growing team—or even just yourself—don’t wait for culture to emerge on its own. Define it. Shape it. Let it reflect the way you want to live and work.
At Rover Engineering, our culture is how we build. And that means everyone builds it, together.
The writing of this post was aided by ChatGPT