This article is written entirerly by CLS Member Velv.
Scaling an engineering team is often seen as a numbers game: more people, more output. But any experienced tech leader knows it’s not that simple. When done carelessly, fast growth can destroy the very culture that made a company successful in the first place. The challenge is building quickly without losing what matters, such as clarity, trust, and team identity.
Here’s what we’ve learned from scaling teams in fast-paced environments while keeping our culture strong and intact:
Start with culture, not just skills
When companies need to grow fast, the instinct is often to focus purely on technical ability. But culture is the foundation. That doesn’t mean hiring people who all think the same. In fact, we believe the approach can be quite the opposite. It means being clear about how the team works: how decisions are made, how people give feedback, and how they handle pressure. Shared principles like autonomy, accountability, or curiosity shape how work gets done. Without that clarity, scaling can create friction instead of flow.
Culture is reinforced through structure
Processes aren’t the enemy of culture. They are what holds it together as the team expands. Things like code review practices, onboarding rituals, and how meetings are run all help new engineers understand what’s expected without needing to guess. When those structures reflect the team’s values, whether it’s quality-first engineering or async communication, culture becomes something people experience day to day, not just talk about.
Onboarding shapes long-term outcomes
The first few weeks define how new team members see their role and how quickly they can contribute meaningfully. A good onboarding experience isn’t just about loading people with documentation. Instead, one should focus on helping them connect the dots: who to talk to, what success looks like, how to navigate ambiguity. Investing in a well-designed onboarding process pays off with faster integration and stronger retention.
Inclusion matters more than alignment
It’s tempting to look for a “culture fit” or someone who blends in. But what growing teams really need is “culture add”, people who bring something new without breaking what exists. That means creating space for different backgrounds, working styles, and opinions, while still aligning around core principles. Psychological safety, mutual respect, and clear communication allow diversity to thrive without creating chaos.
Leaders set the tone, especially under pressure
In fast-growing teams, culture spreads through observation. People watch how leaders act when things go wrong, when deadlines are tight, or when the roadmap shifts. Are they transparent? Do they take ownership? Do they listen? Teams replicate what they see. That’s why leadership consistency is essential: it reinforces the culture at scale, especially when the team is too big for everyone to know each other personally.
Growth isn’t just about headcount
A team that doubles in size doesn’t automatically double in output. Often, real growth comes from removing blockers, improving communication, and creating an environment where people can do their best work. That might mean rethink team composition, define clearer ownership and stakeholders, or introduce new and better tools. Scaling is an opportunity to rethink how the team operates, not just how many people are in it.
Building a strong engineering culture doesn’t require unlimited budgets or flashy perks. It starts with intention, clarity, and care. No matter the size of the team or the stage of growth, culture is something every company can shape and protect every day. This is what velv has been doing for us and, of course, for our clients.
