Airbnb’s Culture Secrets: Why We’re Bringing Back Our Most Popular Blog Post (and Breaking It Down Even More)

 We’re circling back to one of our most-read blogs, where Marco’s very own Suman Siva sat down with Mark Levy— the culture mastermind behind Airbnb and Allbirds. His insights were so popular that we’re bringing it back with a fresh twist, breaking down the key takeaways and showing you exactly how to build a culture that lasts.

Why? Because if Airbnb can turn culture into a superpower, so can you!

Why Culture Matters More Than Ever

Let’s be real — in today’s remote-first, hybrid, and distributed work environment, building a strong company culture can feel like running a marathon uphill. But Mark Levy is here to remind us: Culture is your North Star. It keeps your team aligned, motivated, and ready to crush goals.

During his time at Airbnb, Mark had one mission: “Don’t mess up the culture.” (He used a stronger word, but you get the point!) Spoiler alert: he didn’t just protect Airbnb’s culture — he made it legendary.

Now let’s dive into how he did it. Grab a coffee, because this is going to be good.

Airbnb’s 3-Step Playbook for Building a Culture of Connection

We all know that culture doesn’t just happen — it’s built intentionally. And at Airbnb, they followed a simple but powerful playbook. Let’s break it down.

Step 1: Define Your North Star Before You Hire a Single Employee

The foundation of Airbnb’s culture was built before they even hired their first employee. The founders asked two big questions:

• What kind of company do we want to build?
• How do we grow into that vision?

These questions laid the groundwork for their core values and gave the company a North Star to follow as they scaled. And guess what? They boiled it all down to just four core values. That’s right — four simple principles that guided every decision Airbnb made.

Pro Tip: If you haven’t nailed down your company’s North Star, now’s the time! It will guide everything, from who you hire to how you grow.

Step 2: Hire People Who Live Your Values

Airbnb didn’t just talk about their values — they lived them. They even created a team of “core value interviewers” who weren’t interested in your resume. Instead, they focused on one thing: Does this person align with our values?

As Mark explained, “Your employees should advance your mission, not the other way around.”
This values-first approach to hiring ensured that every team member was contributing to Airbnb’s bigger purpose.

Step 3: Make Sure Your Values Show Up in Every Decision

Culture isn’t something you just put on a poster. It has to show up in your day-to-day decisions. At Airbnb, the leadership team constantly asked, “Does this decision align with our core values?” Whether it was a new business partnership, a product launch, or even an acquisition, every choice was measured against their North Star.

To make sure they were on the right track, they even created a “core values council” to evaluate decisions and ensure the company was staying true to its mission.

Invest in These 4 Types of Employee Connection

Here’s where it gets really interesting. In our conversation with Mark, he shared four types of connection that are critical to building a strong employee experience. These aren’t your average HR talking points — they’re the backbone of a well-rounded, connected company. Let’s dive in.

1. Connection Between the Company and Its Employees

As a leader, it’s tempting to think you’ve got all the answers, but Mark warns that playing it tough can create distance between you and your team. At Airbnb, the C-suite prioritized co-creation with employees. They collaborated on everything from internal issues to investment decisions, fostering a sense of equity and belonging.

As Mark said, “It was all about doing things with and for our employees, not to them.”

2. Connection Among Employees

Airbnb wanted the workplace to feel like a home. To foster connections among employees, they created workspaces that combined functionality with comfort, hired kitchen staff to cook meals for employees and their families, and encouraged everyone to share their hobbies.

This wasn’t just about making people comfortable — it was about creating genuine bonds that fueled collaboration and boosted performance.

3. Connection Between Employees and Customers

Want to really understand your customers? Get face-to-face with them. At Airbnb, employees didn’t just send out surveys — they stayed at Airbnbs themselves. This hands-on approach gave them firsthand insight into the host experience, helping the company improve its services and build stronger customer relationships.

4. Connection Between Employees and Their Communities

Airbnb also encouraged employees to connect with their local communities. Each employee was given paid time off to volunteer for a cause of their choice, and employees often worked side-by-side with local hosts on charitable projects. This created a ripple effect, strengthening bonds both inside and outside the company.

Circling Back: Key Lessons from Mark Levy & Suman Siva

Why did this blog blow up? Because Mark’s insights were not just theory — they’re proven strategies for building a culture that lasts. Here’s what we’ve learned:

• Be Intentional: Define your company’s vision and values early, and stick to them.
• Hire for Culture Fit: Skills can be taught, but values need to be lived.
• Foster Employee Connections: Create meaningful connections at every level — between employees, customers, and the community.
• Align Decisions with Values: Make sure every business decision is guided by your core values.

By focusing on these connections, Airbnb built a culture that turned employees into ambassadors, customers into loyal advocates, and their company into a global brand. What’s stopping you from doing the same?