The Death of Traditional HR: Why Your Business Needs a Founder’s Mindset

When I came across Paul Graham's article on Founder Mode, inspired by a speech from Brian Chesky, Airbnb’s Co-founder, it stuck with me. Chesky introduced this powerful concept to explain why founders should stay deeply involved in their company’s culture and vision as it scales. While traditional thinking pushes leaders to step back and hand off responsibility, Founder Mode argues the opposite: the success of your business depends on your direct involvement in building your people and driving the culture forward.

Hearing Zig Ziglar’s quote at a workshop this morning with Fergus King —“You don’t build a business. You build people, and people build the business”—reinforced how crucial this is. It echoed my own experiences, both the hard lessons learned from working in toxic environments and my work today as the founder of TMC People Agency and WellJam.

Business success starts and ends with people. But to build people, you need leadership that stays present, engaged, and actively shapes the company’s culture. This is one reason why traditional HR falls short—its processes focus on systems, not people, and when leadership becomes detached, it leads to disengaged employees and crumbling cultures.

Why Founder Mode Aligns with My Approach

Founder Mode is all about staying involved as your company grows. It rejects the notion that leaders should distance themselves from day-to-day operations or leave culture to HR. I’ve seen firsthand how damaging it is when leadership becomes disengaged. In 2019, I was on the edge—nearly broken by a toxic work environment that sucked the purpose out of my life. It wasn’t until I rebuilt myself that I realised the truth: leaders can’t build great businesses without first building their people. And that’s where Founder Mode and my philosophy at TMC People Agency intersect.

When leaders stay actively engaged in their company’s mission and people, the entire culture thrives. A Deloitte study found that 88% of employees are more likely to contribute to a company’s success when they feel a sense of purpose and trust in leadership. This is why I focus on ensuring that leaders don’t step back but instead lean in. Engaged leadership creates purpose-driven environments where employees feel connected to the mission, which drives long-term retention and success.

I Don’t Consult, I Build

At TMC People Agency, I don’t offer quick solutions and then walk away. I become part of your business. I work as a fractional (outsourced) people leader, embedding myself into the company to build culture from the ground up. This aligns directly with Founder Mode, where leaders stay hands-on, ensuring the business grows without losing its core identity.

When leaders take a backseat, they risk watching their culture crumble. That’s why I don’t just consult—I build the vision alongside leadership. And the numbers back it up: companies with strong cultures are 21% more profitable than those with disengaged teams. ( Gallup )

Culture doesn’t come from perks or policies; it comes from purposeful leadership that’s directly involved in shaping the employee experience.

The Difference: Long-Term Impact Over Quick Fixes

One of the greatest flaws of traditional HR is its focus on quick fixes—adding perks or implementing one-off wellness programs to boost engagement. These solutions might offer short-term gains, but they fail to tackle the root causes of disengagement. According to Deloitte, 63% of employees exhibit at least one symptom of burnout, and no perk can solve that.

Another shows that 68% of workplace well-being tools (a market of £150B) go unused, showing how disconnected these quick fixes often are.

Founder Mode, like my approach at TMC People Agency, focuses on long-term impact. Building a sustainable culture takes time and consistent leadership engagement. When leaders remain connected to the daily pulse of the business, they’re able to drive meaningful change that keeps employees engaged and aligned with the company’s values.

Real Leadership, Real Change

Real leadership isn’t about sitting in an ivory tower.

It’s about being present, accessible, and actively engaged with your people. Employees want more than distant managers; they want leaders who care. Studies show that 69% of employees say their relationship with their manager impacts their mental health - speaking volumes about the need for hands-on leadership that fosters a culture of trust and well-being.

Both Founder Mode and my approach to People Ops emphasise that culture is built from the top down. Leaders must be the driving force behind the company’s values, guiding employees with purpose and setting the tone for the entire organisation. When leadership is engaged, it creates a ripple effect throughout the company—boosting retention, engagement, and overall success.

Why This Approach Matters Now

We’re at a point where employee expectations have shifted. Today’s workforce doesn’t just want a paycheck; they want purpose, mental well-being, and a genuine connection to their work. Founder Mode, and the work I do with TMC People Agency, aligns with this shift. We know that 64% of employees would take a pay cut for a job that better supports their mental health, and 81% say mental health is more important than salary. This isn’t just a trend—it’s a new reality that businesses must embrace if they want to attract and retain top talent.

I think it's a really interesting fact that reflects the evolving nature of work.

Generational opinions on taking a pay cut for a job that better supports their mental health:

• 70% Gen Z

• 69% Millenials

• 56% Gen X

• 46% Boomers

There's been a huge shift.

Founder Mode shows that when leadership stays involved, businesses can create a purpose-driven culture that goes beyond perks and benefits. This leadership-driven approach builds workplaces where people thrive—and when people thrive, so does the business.

The death of traditional HR is already happening, and Founder Mode is the future.

Founder Mode emphasizes the importance of leadership staying actively engaged in shaping culture and ensuring it aligns with the company’s mission. But as many founders know, the demands of scaling a business can make it difficult to stay fully connected to the day-to-day aspects of people operations. Between driving growth, managing operations, and executing the company’s vision, balancing culture with everything else can be overwhelming.

That’s where my role as a fractional people leader comes in. I don’t replace leadership; instead, I partner with it, becoming a part of your team to help embed your core values into your culture. My job is to handle the daily work of building and maintaining a thriving culture, allowing you to focus on high-level business priorities while knowing your people are aligned with your mission.

But culture isn’t just something that’s “nice to have.” It can be a powerful driver of success. When employees feel connected to the company’s purpose and values, they perform better, stay longer, and contribute more. Strong cultures boost productivity and profitability—and I can help showcase that by aligning your people strategy with your business goals.

By working alongside you, I ensure that your company’s culture isn’t neglected as you scale but rather becomes a key part of your growth strategy. Together, we’ll create a workplace where employees thrive, and the culture becomes a powerful asset for driving success. With me handling the people side, you can stay engaged where it matters most, knowing that the foundation of your business—its culture—is in expert hands.

You can find more about my work at www.thatmattcameron.com