In this environment of constant change-both in personnel and organizational structure-you need to develop a coherent culture the organization and its members can rely on to help guide their actions. As you grow, everything from how you find job candidates to what kinds of employees you hire will have to change. Whenever these topics arise, it’s almost guaranteed that the discussion will touch on how every Google employee had to interview with Larry and Sergey before receiving an offer, how Zappos offers new employees $1,000 to quit to weed out those who aren’t true believers, and how uber-guru Peter Drucker said, “Culture eats strategy for breakfast.” These are inspiring stories and sound bites, but what they fail to do is explain why hiring and culture are so important, and how to manage them as your startup rapidly scales.Īs with other key activities, a blitzscaling company has to evolve its approach to hiring and culture what worked just fine for a company with 5 employees is not likely to be optimal for a company of 500.

At this point, almost everyone in the startup world agrees that hiring and culture are important.

Blitzscaling hoffman