Vibemakers episode 1: Alan Paulin
Unlocking workplace magic with Alan Paulin from Flint
At Vibe People Studio, we believe in making culture real, not just something on the wall. And this is what Vibemakers is all about…real stories from culture activators who are transforming CEO of Flint and a true innovator in the people and culture space.
Alan’s story is one of evolution, starting as a Software Engineer and growing into a culture leader. Flint’s mission is to bring continuous feedback and performance management into companies in a way that feels natural and empowering. No more dreaded annual reviews (gasp) or top-down feedback sessions; Alan’s vision is to make growth an ongoing, organic part of everyday work life. And I’m here for it.
Why continuous feedback matters
Traditional performance management often feels like a chore, and Alan has experienced that firsthand. At Flint, he’s developed a process where feedback just flows, is accessible to everyone, and happens in real time. No need to wait for the next formal review. This “continuous feedback” helps teams build trust and allows for small, steady improvements that add up over time…kind of like the flywheel affect.
One of Alan’s analogies that stuck with me is thinking of growth as “compound interest.” The more frequent and effective the feedback, the faster teams can develop and align with the company’s goals. Continuous feedback, as Alan describes, is the key to helping individuals and teams thrive together.
Building subcultures that thrive
Alan’s time at Cash App taught him that strong teams often create their own unique “subcultures.” With teams spread across different cities and even continents, Cash App developed multiple, smaller cultures that all contributed to the broader mission. Alan emphasized that these unique pockets of culture weren’t just tolerated…they were celebrated.
Embracing subcultures allows teams to work closely together, fostering a “special ops” vibe where everyone feels a sense of ownership and alignment. For Alan, it was powerful to see how a team’s mutual support and agility could shape a company from the inside out. This idea of nurturing subcultures aligns with our belief at Vibe: that workplace culture is a living, breathing thing, built in the interactions and shared experiences of the people within it.
Alan’s “triple play” ⚾️ vision for company culture
One of my favorite moments in this conversation was Alan’s answer to my curveball question: “If your company culture were a theme park ride, what would it be?” Alan’s answer, “the triple play,” sums up his vision perfectly. It’s about every player working together in sync, celebrating those high-magic moments that only come from collective effort. Just like a triple play in baseball, a great company culture takes teamwork, timing, and trust to pull off.
What’s next for workplace culture?
As we wrapped up, Alan shared his hopes for the future of workplace culture. His dream? That we embrace continuous learning and real-time feedback as the norm, not the exception. He envisions a world where feedback happens in every 1:1, every brainstorming session, every day. Alan’s approach reminds us that building a culture isn’t about perfect systems; it’s about finding ways to make work feel meaningful and personal for every team member.
This first episode of Vibemakers is just the beginning, and I couldn’t have asked for a better guest to kick things off. Alan’s insights left me inspired to rethink how we can activate culture in all corners of a company—from the main office to remote teams around the world.
Want to join the conversation?
Are you a passionate culture activator with a story to tell? Reach out to me at marnie@vibepeoplestudio.com.
There are plenty more stories, insights, and “vibe moments” to come in future episodes of Vibemakers. 🎧🎙️🔥
