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?

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.