Scaling Culture: Keeping the 'Startup Vibe' at 100+ Employees

"We're like a family." It's easy to say when you're 10 people in a co-working space. But what happens when you're 150 people across three time zones?

Related reading: See our articles on remote team management lessons and building inclusive communities for more insights.

The Dunbar Number Limit#

Anthropologist Robin Dunbar suggested humans can essentially maintain stable social relationships with about 150 people. Startups often hit a wall here. The "osmosis" of information flows stops working.

Document or Die#

In the early days,oral tradition rules. "Ask Dave how to deploy." As you scale, if it's not written down, it doesn't exist.

• Handbook First: Every policy, value, and process must be documented.
• Async Communication: Shift from "tap on shoulder" to "write a ticket/doc."

Hiring for Values, Not Just Skills#

A "brilliant jerk" can destroy a team's cohesion faster than a mediocre performer.

• Structured Interviews: Include specific "values fit" questions that are scored objectively.
• The Airport Test: (Updated for Remote) Would you enjoy being stuck on a Zoom call with this person for 2 hours?

Rituals Scale, Vibes Don't#

"Vibes" are accidental. Rituals are intentional.

• All-Hands: Make them shorter but higher production value. Celebrate wins publicly.
• Donut Calls: Randomly pair employees for non-work chats to replicate watercooler moments.

Conclusion#

Culture isn't what you say; it's what you tolerate. Scaling means being ruthless about protecting the core values that got you here, while adapting the mechanisms to a larger organization.

---

Further Reading:

• First Round Review: Company Building - Tactical advice on scaling culture from experienced startup operators and founders.
• Harvard Business Review: Organizational Culture - Research-backed insights on building and maintaining company culture at scale.
• Learn more about our editorial team and how we research our content.