In today’s business world, culture matters more than perks or ping-pong tables. A strong culture shapes how teams work, how decisions get made, and how customers feel. For founders building from scratch, focusing on culture can help attract talent, inspire innovation, and sustain growth—even with limited resources.
What It Means to Be Culture-First
A culture-first company puts people and values before processes. It starts with clearly defining what the business stands for. That means prioritizing empathy, ownership, trust, or whatever values reflect your mission. These values must guide every hire, policy, and strategy.
Gerald Ming, founder of Batik Malaysia, builds culture around creativity and craftsmanship. “I believe culture begins with pride in our craft,” Gerald says. “From the first batik drawn to the final stitch, our team feels ownership. They express it through design, quality, and care in delivery. That pride translates to customer loyalty worldwide.”
Gerald’s shop in Malaysia is small, but it feels global—because every artisan is proud of their work. That shared purpose creates deep bonds and consistent customer service.
Hiring for Fit, Not Just Skill
When you hire with culture in mind, resumes matter less than attitude. You look for people who share your belief in your mission, care deeply, and adapt quickly. At early stage, these traits outweigh experience.
Bennett Maxwell, founder of Franchise KI, recalls building a 100-store cookie brand in two years. “We hired people who cared about purpose and product—not just metrics,” Bennett says. “I still meet early hires today who say we gave them more than a job. We gave them belief. That made them work harder and stay longer.”
Tapping into mindset over background allowed Bennett to scale fast, even with a small core team. The culture carried the brand forward, store by store.
Crafting a Community, Not Just a Team
To build culture, aim for community—someone who supports each other, not just a collection of workers. This happens via team rituals, transparency, shared feedback, and small wins celebrated together.
Sandro Kratz, founder of Tutorbase, built culture by solving his own pain point. “We struggled with admin chaos, then we built software to fix it,” Sandro explains. “That solution became our mission. It attracted people energized to build tools for teachers. We didn’t just hire developers—we built a team committed to supporting education.”
His team shares stories of giving time back to tutors and reducing admin by 50%. That shared success shapes their culture more than quarterly reports ever could.
Live Your Values Every Day
A culture-first company doesn’t set values and forget them. It lives them every day. That means consistent policies, actions, and systems that reinforce values. From handling conflict with openness to rewarding small acts of courage—culture isn’t a slogan.
Gerald tells how a junior designer suggested a way to reduce color waste—and he stopped production to test it. That showed everyone that experimentation mattered more than results in that moment. Now, new staff feel empowered to speak up.
Likewise, Bennett invested in mental wellness initiatives after realizing how stress affected his team. He created quiet rooms and flex days so people could recharge. Those steps showed that well-being mattered more than sales.
Culture Drives Customer Experience
A strong internal culture shines outward. Customers feel it because every interaction carries authenticity. That trust leads to referrals, positive reviews, and repeat business.
Tutorbase’s clients often say they chose them after seeing how the team treated educators. They don’t just sell software—they understand teacher pain. That culture makes for better product feedback, better support, and more success stories.
Similarly, Batik Malaysia wins repeat clients because their artisans treat each design as a story—not a sale. Customers feel that care.
Growing Culture With the Company
As you scale, culture needs to evolve—but not disappear. That means creating onboarding that instills values, systems for feedback, and leadership models that reflect what you care about.
Bennett used his podcast to share stories of failure, purpose, and grit. New hires listen to it to feel part of a bigger movement. His handbook reads like a storybook of the brand. That attracts people who value more than store metrics—they value impact.
Sandro sends new users monthly user stories and dev team retrospectives. That helps hires feel connected to how the product is helping real teachers—long before hitting production scale.
Conclusion: Culture Isn’t Optional
Building a culture-first company takes work, clarity, and consistency. But culture becomes the force that holds everything together: people, product, customers.
From Batik Malaysia’s creative pride to Franchise KI’s driven mindset to Tutorbase’s educator-first mission, each shows power of values-first growth. They prove that you don’t need a big budget—you just need a shared belief.
For founders building from the ground up, culture isn’t an add-on—it’s the foundation. Choose your values, live them every day, and let them shape every hire, decision, and product. That’s how small teams become thriving companies.