Source
Training Data — ElevenLabs' Mati Staniszewski: How Voice Becomes the Interface for Everything (May 8, 2026) ·
at 14:32 ▸
When this applies
when scaling a company and trying to preserve startup speed and quality control
The takeaway
As AI tooling lets everyone build, embed technical review capacity directly inside non-technical functions rather than centralizing all technical oversight, and keep org units small/flat to preserve speed and clear impact measurement.
Why it works
Keeping teams under ~10 people with ~10 direct reports per manager flattens hierarchy and reduces coordination overhead; embedding an engineer in every function (not just engineering) lets non-technical teams safely leverage AI-assisted ('vibe') coding while someone technical reviews for security/quality.
One level up
Scale without inheriting the coordination bloat scale usually brings, by distributing the capability that quality-control requires rather than centralizing it.
Where it stops holding
This stops working when functions grow complex enough that a single embedded engineer can't keep up with review load, or when flat structures create ambiguity about decision rights at larger scale.
Detail
procedure:- Cap each team (research, product, go-to-market, ops, talent) at roughly fewer than 10 people
- Keep each manager's direct reports around 10, keeping the org flat
- Embed an engineer inside every team, including non-technical ones (people, go-to-market, legal)
- Use that embedded engineer for automation, upskilling, and reviewing AI-assisted ('vibe coded') output for security/infrastructure risk
- Remove titles so people and impact can scale without tenure gating advancement
benchmarks: {"team_size":"under 10 people per team","direct_reports":"~10 per manager","company_scale":"400+ people, $400M+ revenue"}
rationale: Preserves startup-like speed and decision quality even as headcount and revenue scale dramatically.
In their words
So we are, just for reference, we are just over 400 people, over 400 million in revenue, but still keep the teams extremely small. So it's like rough, arbitrary, a little bit cap. It's less than 10 people for each of the research product, even the go-to-market ops talent teams are all smaller than that size.