Every new PMM leader inherits an administration. The budget. The team. The treaties. The existing definition of what PMM means at this company. Most of us spend the first 100 days quietly absorbing all of it. Instead, we need to define what comes next. This is a peer conversation for VPs and Sr. Directors of PMM about the four moves that actually compound — Culture set in week one, a team built and hired with intention, agility anchored to C-suite OKRs, and the value PMM brings to every room. All running on an operating model that's AI-accelerated and human-led. Real stories from leading PMM at Nasuni: Agentic AI, brand launch and value messaging reset, M&As, SKO, Sales Plays, UG/CABs, Annual Industry Reports. No playbook. No victory lap. Just the patterns I have learned over my career. Walk away with clear insights into: - How to lead with intention from Day 1, and define what PMM means at your company before it gets defined for you - How to shape culture and hire with purpose, because every hire is a vote on the team's future - How to align with the C-suite on outcomes early, then move fast against OKRs they already defend - How to build an AI-accelerated, human-led PMM team without lowering the standard