Introduction

A small but mighty team proves that focus beats size. Credal, with just 13 people, has grown to millions in ARR.

What’s the problem it solves?

Most startups fail not because they lack talent but because they drown in processes, status games, and ego-driven decisions. Credal’s story shows how a lean, outcome-obsessed team can outpace bloated companies and build faster by cutting the noise.

Quick Summary

Credal is an AI security and agent development platform that reached over $1 million in annual recurring revenue with only 13 employees. Their secret lies in building a company around one core belief: outcomes matter more than everything else. Every decision - from hiring to tech choices - starts with asking "what result will this achieve?"

Founded by ex-Palantir engineers Ravin Thambapillai and Jack, Credal is built on lean principles and trust in individual ownership. They reject hiring only from big-name firms, instead looking for people who are hungry, curious, and able to question assumptions. Once hired, employees are given full control of their goals, with clear accountability and ambitious targets that push the company forward.

Instead of layers of management or endless meetings, Credal uses radical transparency. Everyone knows the company’s goals, reviews them weekly, and gives open feedback. This culture of trust and focus has allowed them to deliver secure, complex AI solutions to big customers like the U.S. Department of Health, MongoDB, and Comcast - all while keeping 100% customer retention.

Key Takeaways

• Credal achieved multi-million ARR with just 13 employees by focusing purely on outcomes, not process.
• They avoid bureaucracy and give every team member full ownership of business goals.
• Hiring focuses on potential and drive, not prestige or years of experience.
• The team practices radical transparency, sharing goals and progress weekly.
• Their leadership philosophy: "Hire extraordinary potential, create an environment for extraordinary results."

What to do

• Build your team around clarity of outcomes, not tasks or titles.
• Hire for hunger and problem-solving, not shiny resumes.
• Replace meetings and reports with weekly alignment on goals and results.
• Give employees agency and accountability - trust them to own their outcomes.
• Keep processes lean, decisions transparent, and ambitions high.

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