ENT 406 · Unit 2 of 6
Hiring, Leadership and Culture at Growth
Scaling Startups and High-Growth Organizations
Start unit · 4 lessons →Learning objectives
- Design hiring systems that preserve culture and throughput
- Apply "Hiring, Leadership and Culture at Growth" to a real venture decision
- Contribute to your Hiring plan and scorecards deliverable
Unit overview
| # | Lesson | Core idea |
|---|---|---|
| 1 | Understanding Hiring, Leadership and Culture at Growth | Core frameworks for this unit |
| 2 | How Hiring, Leadership and Culture at Growth Works in Practice | Core frameworks for this unit |
| 3 | Evaluating Trade-offs in Hiring, Leadership and Culture at Growth | Core frameworks for this unit |
| 4 | Hiring, Leadership and Culture at Growth: Case Analysis and Recommendations | Core frameworks for this unit |
Complete all four lessons, then finish unit assessments on this page.
Unit assessment
Complete each section below. Score 80%+ on the quiz to finish this unit's assessment.
Exercises
Apply what you learned in this unit with structured practice.
Deliverable
300–500 word analysis document saved to your portfolio under ENT 406.
Rubric
- • Framework applied correctly (not just named)
- • Specific evidence from a real example
- • Clear recommendation with tradeoffs acknowledged
- • Professional writing with source citation
Deliverable
Problem solutions + 150-word reflection in your ENT 406 workbook.
Rubric
- • Attempted all practice items before checking answers
- • Honest reflection on errors
- • Identifies a specific review action
Case analysis
Analyze a case using frameworks from this unit.
Deliverable
2-page case write-up in your portfolio.
Rubric
- • Case facts are accurate and sourced
- • Analysis uses unit frameworks explicitly
- • Recommendation is justified with tradeoffs
- • Risks are specific, not generic
Knowledge quiz
Check your understanding before marking the unit complete.
1. RelayOps CSM capacity targets 35 accounts per CSM. With 340 active accounts and 23 in onboarding WIP, how many CSMs are required at target load?
2. RelayOps offer accept rate on CSM loops is 62% versus a 75% target. Which intervention addresses closing speed rather than interview signal quality?
3. A hiring manager says they hire for 'culture fit.' What is the scale-stage risk RelayOps lessons warn against?
4. RelayOps promotes four engineers to managers without training. Which failure mode is most likely?
5. RelayOps must choose between 3 CSMs ($396K/yr) and a RevOps leader ($165K/yr) that improves win rate but worsens onboarding WIP. TOC recommends:
6. Which manager ritual operationalizes leadership culture at growth stage?
7. RelayOps AE funnel: 40 onsites, 14 offers, 9 accepts, 7 productive at 90 days. What is end-to-end yield?
8. Deal desk approval for non-standard SOWs is primarily a culture mechanism to protect which RelayOps norm?