People would argue that places like facebook and/or google might have retained their culture etc etc. I doubt that there was a point when someone grew the ENTIRE engineering team 4x in a 30 day span at those companies (unless it was from small number to small still small number).
That number is a bit arbitrary, but makes sense from what I've seen and experienced at other companies. A 4x number is is hard to overcome when you have more than 4-8 core original engineers. Think about what that means. If you start with 5 devs, 30 days later you have 20? Are they seniors that can live on their own (where did you find 15 senior people in 30 days?)? Are the original people all leads who are now responsible for shepparding these new devs onward into the company (who is doing the real work for the first couple of weeks these people are coming upto speed...5 people generally don't have fully automated systems, builds, deployments, automated tests....)
Imagine if this number was 8->32 in 30 days? 10->40? 20-> 80? 100->400?
You have to lose something. I think what you lose becomes the key thing that defines what your culture is going forward...this would look to be one of those moments in a company when someone really, really needs to decide what is important to them. This is when the REAL culture will be defined for the company.
I think in this case the point is to reassure people that they are taking it seriously.
How do you create and keep a good culture when you're growing that fast? Anyone have experience with this sort of scenario?