Not just hiring, but leadership of existing employees. Be careful not to try to brush it off as "We hired the wrong people (so we just need to fire everybody a

Not just hiring, but leadership of existing employees. Be careful not to try to brush it off as "We hired the wrong people (so we just need to fire everybody and start over, and all our problems will be solved)". Many people are flexible enough that they could work for a range of styles. In the absence of leadership, they have to make up the answer themselves. Everybody makes up their own answer, and then everybody is frustrated that their coworkers aren't behaving correctly for their view of how the company should operate. At every level, your engineering managers need to know what type of company it is, and provide clarity. "We've got 'fail-safes' on our SAAS release process, and we're still shipping 100 new bugs a week. Clearly, something is horribly broken here. Based on our company values, we can all see that the solution is ___." Remove the fail-safes? Fix the fail-safes? Ship more often? Ship less often? Kill the product? Cut features? Spend a month just fixing bugs? There's no one correct answer, but you have to decide.