Stratyfy’s Mission-Driven Talent Strategy: How They Doubled Their Team While Maintaining Culture
Scaling a technical team is challenging enough. Try doing it remotely while maintaining a mission-driven culture. In a recent episode of Category Visionaries, Laura Kornhauser shared how Stratyfy nearly doubled their team size while preserving their cultural DNA, offering valuable insights for founders facing similar scaling challenges.
The Three-Pillar Attraction Strategy
“A few things that they see, that is how we’re able to attract that talent,” Laura explains, before breaking down their three-part framework for attracting top performers:
- Mission Alignment as a Filter
“Our mission is to enable greater financial inclusion while helping FIS better manage and mitigate risk,” Laura shares. “Everyone that has joined our team is aligned with that mission and cares about that mission.” But what’s particularly interesting is how this alignment manifests: “Each individual on our team has a different reason behind or different personal experience behind that care that they have for our mission.”
- Technical Challenge as a Draw
The second pillar focuses on the work itself. As Laura explains, “We are solving hard problems, and we’re doing so with very innovative technology.” This combination of challenging problems and cutting-edge solutions proves particularly motivating for technical talent who want to work on meaningful problems.
- Individual Agency
“We do our best to give everybody on the team a lot of agency, a lot of ownership, a lot of ability, if you will, to define their path within the organization,” Laura notes. This emphasis on individual autonomy helps attract self-driven professionals who want to make an impact.
Quality as a Prerequisite
A crucial insight from their approach is how these elements build on each other. Laura emphasizes that their approach to giving team members agency “often doesn’t work or doesn’t work well if we don’t bring that a plus talent in to be able to do that and be able to help lead all of us together.”
Remote Culture That Works
Building culture remotely requires extra attention to team quality. Laura stresses the importance of finding people who are “Exceptional from a skills standpoint, but also just exceptional people as well, which is so important, especially as you’re building a company like we’re building, that is mission focused and mission oriented, and you’re doing so remotely, it doesn’t work without those components.”
The Results
The effectiveness of this approach is evident in their growth numbers. Laura shares that “our team has almost doubled” while maintaining their high standards for both technical ability and cultural fit. More impressively, she notes that “the quality of the folks that we both add on the team one year ago and have attracted to the team over the past year is absolutely exceptional.”
The Mission Multiplier Effect
What makes Stratyfy’s approach particularly interesting is how their mission creates a virtuous cycle. Their focus on financial inclusion attracts mission-aligned talent, who in turn build better products, which helps them achieve their mission more effectively, which then attracts more mission-aligned talent.
For founders scaling technical teams, Stratyfy’s experience offers valuable lessons about the power of combining mission, technical challenge, and individual agency. Rather than seeing these as separate factors, they’ve created a framework where each element reinforces the others.
The key insight isn’t just about having a mission, but about creating an environment where talented people can pursue that mission in their own way. As Laura’s experience shows, when you give exceptional people the freedom to tackle hard problems that matter, scaling becomes not just possible but natural.
Twitter
facebook
linkedin