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Every founder wants a place people love to work. I do too. But chasing approval from the loudest voices can wreck the very culture you’re trying to build. My stance is simple: define what you stand for, say it plainly, and hire people who actually want that. Anything else is chaos disguised as kindness.
The Core Truth: Alignment Beats Appeasement
We hit a stretch where a small group complained about everything. We tried to fix it all. Perks, policies, meetings, programs—endless tweaks. Then we noticed something alarming: our best people were leaving.
That’s when we drew a line. We shut it down and got clear. This is who we are. This is how we work. This is the culture. No spin. No sugar coating.
“We’re done with this. We’re not doing any of this stuff anymore. We’re focused on this is who we are. This is what we’re doing.”
The result? Fewer headaches, higher trust, and a team that chose the same direction. It reminded me of Coinbase’s call to drop politics from company life. People got angry and left. But who stayed? The folks aligned with the mission. That wasn’t cold. That was clarity.
“We’re not gonna be involved with anything political. This is what we’re about.”
Short term, moves like that sting. Medium and long term, it’s a strong decision. You end up with a group that wants the job you actually have, not the fantasy version they wish you had.
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Hiring With Radical Candor
We changed our hiring process to say the quiet parts out loud. We try to scare people away. That’s not a joke. It’s respect.
“We try to scare people away. I try to tell people the ugliest parts of the job and the things they’re gonna hate.”
If you’re clear before day one, there are no surprises after day one. People can opt out early, and that’s a win for everyone.
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