Firstly, no one (including myself) is really going to be able to help you here without actually seeing how you and the team work. That said, I'll tell you what

Firstly, no one (including myself) is really going to be able to help you here without actually seeing how you and the team work. That said, I'll tell you what I think given what you're written here but please take it all with a grain of salt. > Fast forward 2 months. They are pushing back hard on any new proposals to adopt CI, tests, code reviews, issue tracking, you name it. > I've reached my breaking point. > I proposed to fire/transfer some of them. 2 months is nothing, and that's a lot of changes for a team that's used to doing things their own way. I'm not saying you're wrong to suggest any of those changes but a leader can't expect to lead purely on their superior knowledge and experience, they also have to be able to win the hearts and minds of those they're leading. I guess the question I would ask here is why should they trust you? You've told us why you don't think very highly of them, but why should they think highly of you? Did you expect to come in all guns blazing telling them they're doing practically everything wrong and that they're the problem and for them to approve of you? Do you think it's surprising given what you've said here that they might be a bit suspicious of you and not want to do anything you say? Again, I don't know the situation, but reading what you've written it sounds like you need to take a step back and get to know the team before you decide they're putting the company at "huge risk" in your first two months on the job. My suggestion – pause all of the changes you've suggested so far and arrange something fun to get to know the team (during work hours) – maybe go to the pub for an afternoon or order pizza or something. Take that time to ask them what their problems are and try to help them the best you can with those problems for a few weeks. When you feel you have some respect from them try to propose a single change. Make your best case for it. Give them time to think about it and offer their thoughts. If they have concerns, make them feel like you appreciate their feedback and ask them for suggestions. If they provide useful suggestions give them credit for it. I think your problem here is that you haven't won the hearts of your team and it sounds like you're not involving them in any of the decision making. If you want to make significant changes without challenge you need trust, and you clearly don't have that. That said, if you want to do this without winning their trust, then yeah, you'll probably need to fire some or all of the team and build a new one. If the team is truly as bad and as unreasonable as you suggest that may not be the worst idea. But again, I don't know without knowing you or the team. But just reading this I see some red flags in regards to your leadership style. Sorry for being a bit critical, I'm just trying to be as honest as possible given what you said here. Either way it sounds like you're in a difficult position and you need to put your own well being first. You've clearly taken a lot on and sometimes it's just not worth it, especially if you don't have the power you need to make some of the decisions that you might need to make.