I'd be interested to hear some specific ways that Brian defined and maintained this company culture. For example, what was one vision of environment, vision, or values, and how did that affect an instance of hiring or process?
How did you maintain the culture through the layoffs? Didn't people lose friends etc? I'd love to know how you executed the layoff to maintain the culture like this.
Brian, your premise is interesting, but the post was spare on details. What <i>were</i> the remarkable aspects of your culture? Did you back into it or did you <i>do</i> something deliberate to inculcate that those aspects of the culture?