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Deliberately shape culture while the team is small: the behaviours to hire for, the rituals worth starting now, and the founder habits the team will copy.
Shape our early culture. Where we are: {{context}} (team size, what already feels good/bad, the culture I want vs the one forming: {{culture_notes}}). Work: the behaviours-not-posters list (3-4 behaviours that define us, each with the hiring probe that detects it and the founder habit that models it — the team copies what I DO under pressure, not the values doc), the rituals worth starting at this size (the weekly demo, the decision log, how we celebrate and how we deliver bad news — rituals set now cost nothing; retrofitting at 30 people costs a year), the first-ten-hires lens (each hire is 10% of the culture — the culture-add vs culture-fit distinction), and the drift-detector: the question to ask new starters at week 4 ('what surprised you about how we work?') — their fresh eyes see the real culture.
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