Startups often lose their edge when they shift from a mindset of innovation to one of risk aversion. A member of the PostHog team shares a firsthand account of this phenomenon, drawing parallels to American football's "prevent defense." When a startup focuses on not losing rather than on growth, it can weaken its core culture and diminish its potential. The author recounts their experience at a tech company that thrived on a strong developer-first culture and product-led strategy, but faltered as it prepared for an IPO. The hiring process, once strict and culture-driven, began to prioritize candidates with IPO experience over cultural fit, leading to a dilution of the original values. As the company scaled, the introduction of a separate sales team marked a significant cultural shift. This team operated independently from the product-led approach that had previously driven success. The technical staff, who had once played a consultative role, were sidelined, and the focus shifted to conventional sales practices. The author reflects on how this shift created a "scarcity mindset," where fear of losing market position led to conservative decision-making. As a result, the company began to favor safe hires and proven strategies, stifling the innovation that had fueled its growth. To counteract these pitfalls, the author suggests several strategies. Startups should continue to take big risks and prioritize culture fit over experience when hiring. Questioning conventional wisdom is vital; just because a strategy has worked for others doesn't mean it's right for your startup. Understanding how culture trickles down through management layers is essential, as each new hire can introduce subtle changes that drift from the original vision. Keeping teams small and autonomous helps preserve the startup's core values, allowing for quicker decision-making and innovation. This approach may lead to messiness, but it’s necessary for maintaining the exceptional qualities that define a successful startup.