Stripe's Secret? A Unique Team Model Built for Speed and Scale

If you’ve ever felt like your team is busy but not moving the needle, this one’s for you.

It’s usually not a talent problem.

It’s a structure problem.

Great teams don’t just happen. They’re designed.

So today, I’m breaking down 5 high-performance team models used by the likes of Amazon, Stripe, Apple, Netflix, Super.com, Spotify, GitLab, and Atlassian.

Some are laser-focused.

Some are wildly collaborative.

All of them are built for clarity, ownership, and speed.

Pick the one that fits your company stage and leadership style best and watch how much faster (and calmer) things start moving.

1. Single-Threaded Leaders (STLs)

The idea:

One person. One mission. 100% focus.

Clear ownership = clear execution. No hiding in the crowd.

They own a specific initiative end-to-end, like a startup inside your company.

Examples:

• Amazon used STLs to launch AWS (Andy Jassy) and Prime (Greg Greeley)

• Shopify spun up “startup teams” inside the org like one STL who led their POS product line

• Stripe empowered product GMs to run entire verticals as P&Ls

• Apple implements a DRI (Directly Responsible Individual) model so meetings and projects aren’t done until the DRI signs off

Why it works:

• Accountability is crystal clear

• Speed goes up (no more endless coordination)

• Focus drives better results

How to use it:

1. Choose a high-priority initiative (ideally 1 per STL)

2. Assign one leader to own it - no shared responsibilities

3. Give them autonomy, a team, and KPIs

4. Get out of their way

 2. Mission-Aligned Teams (MATs)

The idea:

Michael Abramovich of Super.com popularized Mission-Aligned Teams (MATs).

Instead of having one person lead the charge, you align an entire team around one mission regardless of function.

Think SEAL Team 6 rather than marketing vs. product vs. engineering.

Examples:

• Super.com uses MATs to focus teams on LTV, retention, or core growth goals

• Spotify builds “squads” aligned to customer problems (e.g. Discover Weekly)

• Airbnb organised around user journeys (Host Onboarding, Guest Experience)

At Gong, product teams work in small, autonomous pods (PM, designer, engineers, plus a few key roles).

Each pod owns a specific outcome, like improving forecasting or engagement, and runs the full development process.

They move fast, stay focused, and build with customers in the loop, getting feedback from 12–20 design partners as they go.

The result?

95% of features get used due the constant validation that keeps the product on track.

Why it works:

• Cross-functional collaboration = less dependency bottlenecks

• Faster execution from idea to shipped product

• Everyone knows the goal

How to use it:

1. Define a clear mission (e.g. “10x onboarding conversion”)

2. Assemble a cross-functional squad (PM + Eng + Design + Marketing)

3. Align incentives to the mission (not function)

4. Ship fast, iterate faster

3. Netflix’s “Freedom & Responsibility” Framework

Core idea:

If you want more autonomy and speed, you’ve got to trust your team and give them the freedom to experiment.

The leader’s job isn’t to watch every move.

It’s to create an environment where smart people can do great work without waiting for permission.

The tradeoff is worth it: higher velocity, better morale, and more impactful products.

Hire A-players, give them context, then get out of their way.

How it works:

• No vacation policy, no 9–5, minimal approvals

• Leaders provide the “why,” and teams figure out the “how”

• Radical candour is encouraged; mediocrity isn’t tolerated

Example:

Netflix’s culture deck went viral for a reason. Their talent density model → fewer people, more results.

Why it works:

• High trust = high speed

• Removes bureaucracy

• Self-managing teams

How to use it:

1. Stop managing hours. Start managing outcomes

2. Clarify expectations, then give freedom within the framework

3. Only use if your team is made of killers, not coasters

4. GitLab’s “Handbook-First Culture”

Core idea:

Make everything explicit. No guesswork. No tribal knowledge.

How it works:

• Every process, policy, and decision is documented

• The company wiki is the single source of truth

• Everyone contributes to improving it, like a living playbook

Example:

GitLab (fully remote, 1,000+ employees) scaled globally without confusion because every new hire had a manual on “how we work.”

Why it works:

• Transparency across the company

• Onboards new people fast

• Reduces dependency on individuals

How to use it:

1. Create a Notion or Slite workspace and start documenting how your company works (decision frameworks, onboarding, campaign playbooks, etc.)

2. Assign “maintainers” for each section so it doesn’t go stale

5. Atlassian’s “Team Health Monitor”

Core idea:

Make team performance a regular check-in, not a post-mortem.

How it works:

• Teams rate themselves on 8 attributes: 1) shared understanding, 2) clarity of roles, 3) decision making, 4) dependencies, 5) delivery health, 6) team support & inclusion, 7) value & outcomes, 8) learning and improvement

• Done monthly or quarterly as a team retro

• It’s not a performance review, it’s a self-diagnosis tool

Example:

Atlassian built this into how their product, engineering, and even sales teams operate. It’s like doing a team-level therapy session… that actually helps.

Why it works:

• Builds trust and reflection

• Surfaces problems early

• Gives teams tools to self-correct

How to use it:

1. Use Atlassian’s free Health Monitor toolkit or create your own

2. Run it quarterly. Discuss, don’t debate

3. Then act on the lowest-scoring category

🛠️ Your Challenge This Week

There’s no perfect org chart.

But there are systems that remove friction, improve clarity, and help great people do their best work.

Execution is just a system.

Spend 60 minutes redesigning how your team can operate at its full potential.

Step 1:

Pick one of the 5 models in this email that fits your next big initiative.

Step 2:

Sketch how it would look with your current team (who owns what, where are the gaps, what would change).

Step 3:

Run a one-hour workshop or Loom walkthrough with your leadership team to propose the new model. Don’t overthink it, prototype it.

Reply to this email to let me know which model you go with…

I’ll personally send you a few bonus templates and playbooks to speed up your rollout 🤝

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For Your Health

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