I disagree with the implication that flat structures "don't scale" or can never work. To be effective in a flat environment requires a fundamental shift in perspective. Hierarchy is so baked in to every other company, organization, and education system that people just don't know how to operate absent it.<p>ICs will need time to adjust to a flat structure, and some people will do anything to fight the absence of the restrictions they've always known. Hiring a bunch of senior ICs from traditional industry roles and saying "we're not going to have managers!" is always going to fail.<p>For a CTO/founder it's even easier: If you're building a VC-funded start-up where the plan is to grow fast exit in a few years — what's the point? Why invest the effort and energy to making flat work when the moment you get bought out the hierarchy is back anyway.<p>There <i>are</i> examples of stable large companies with flat org charts that do work, they're just not the hypergrowth scale-ups. The book "Reinventing Organizations" covers several in depth, and is a good intro to the topic. So my objection is the implication that a flat structure can never work, or that there is something fundamental about a flat org and human nature that means it's unstable. It is simply that it requires long-term investment to get right, and the market isn't setup to reward long-term investment.