From idea to culture: The .mta story of teal organization

We began with a simple notion: an organization should prioritize growth and prosperity for all, not just the executives or the board members. Our vision was to create and refine a timeless framework that will allow us to gather entrepreneurial, innovative, and engaged individuals in our organization. People who will experiment and learn to work smarter and better together, in order to create the most comfortable working conditions possible. People who will share with us the results of their work and responsibilities. This is our journey towards becoming a teal organization.

👉 We wanted .mta to be like this. Later we learned that our approach is already known as the ‘teal organization’. It all started with the idea that an organization should support development and strive for prosperity for all its members equally, not just for the president or management. We wanted to create a really friendly working environment where we could do things that would make us feel positive and where we could do our work well.

Radek Kmita — Founder of .mta

We started as a small group of enthusiastic marketing geeks driven by a shared desire to create something fresh and unique on our own terms. We didn’t have defined roles or responsibilities; instead, we embraced a flexible approach where each of us took on whatever tasks were required, constantly learning and growing along the way. What united us was not just friendship, but also a strong emphasis on personal development and a deep passion for marketing.

• Transparency – ensuring that every aspect of our operations remains fully visible and accessible to all. From staffing and budget changes to project costs and revenues, nothing is hidden. Our primary goal has always been to eliminate any trace of discretionary compensation and foster an environment where every team member is on an equal footing. By embracing total transparency, we strive to build a culture of trust and openness that allows everyone to review and validate our efforts.
• Meritocracy – In embracing the concept of meritocracy, we have practiced distributed decision-making, enabling a comprehensive approach to organizational management. Recognizing the value of experience and expertise, we wholeheartedly trust individuals to take on responsibilities, unafraid to delegate authority to those best suited for the task. As a result, numerous dynamic teams have emerged within .mta, each led by passionate individuals who excel in their respective areas.

👉At .mta, we firmly believe in providing every individual with the opportunity to grow at their own pace, under conditions that suit their unique needs.

To promote a culture of development and competence, we have moved away from the conventional notion of rigid ‘positions’ and predetermined salaries. Instead, we focus on rewarding personal growth and proficiency, fostering an environment where everyone can flourish and reach their full potential.

The story you’ve just read is only the beginning. Over the years, the ideas that shaped .mta have grown into a set of pillars that guide how we work every day. If you want to see what a teal organization looks like in practice, start with transparency, the foundation of everything we do, and performance, the framework that lets us fairly divide revenue and responsibilities. From there, discover how we foster entrepreneurship within the team, why mutual support holds it all together, what Value First means in our daily work, and how portfolio flexibility and growth let everyone define their own career path.

Curious how it feels from the inside? Read about the values that shape our culture and the people behind them.