These teams often hail from flat, fail-fast cultures, and they’re not thrilled to land in a world of rigid planning cycles and status reports. They signed up to build something bold, not to tweak legacy systems or navigate internal politics. When priorities shift or the C-suite steps in, that creative spark can fizzle, leaving behind a group that’s disengaged.
It’s a mistake to assume “cultural fit” is a minor detail. Ignore it, and the consequences pile up fast. The challenge is keeping their entrepreneurial drive alive in an environment that might feel stifling. Without alignment, the acquihire doesn’t deliver the promised innovation.
