We don't write case studies on the hundreds of companies that failed while trying similar playbooks. We incorrectly attribute success to the visible strategies of survivors (like an org model) while ignoring luck, timing, and funding, which are often the real differentiators.

Despite internal failures and employees questioning why the outdated, aspirational model wasn't removed from public view, Spotify continued to leverage the hype. The vision of autonomous 'squads' was a powerful magnet for attracting talent, even if it didn't reflect the operational reality.

The "winner-takes-most" nature of marketplace businesses means that even an industry leader can operate for over a decade before achieving profitability. This model demands immense capital investment to survive a long, costly war of attrition to establish network effects.

While capital is necessary, an overabundance is dangerous. Large secondaries can make founders comfortable and misaligned with investors. Excessive primary capital leads to bloat, unfocused strategy, and removes the pressure that drives invention. This moral hazard often leads to worse outcomes than being capital-constrained.

A key lesson from Spotify CEO Daniel Ek is to first dominate a core market (music), then strategically "ladder" into adjacent areas (podcasts, audiobooks) that leverage the existing user base and interface. This methodical expansion builds on a position of strength rather than starting from scratch.

Before emulating a company like Spotify, leaders should examine its entire business. The Spotify model that underpays creators to achieve profitability reveals a culture that might not be worth replicating, regardless of its internal structure.

The true differentiator for top-tier companies isn't their ability to attract investors, but how efficiently they convert invested capital into high-margin, high-growth revenue. This 'capital efficiency' is the key metric Karmel Capital uses to identify elite performers among a universe of well-funded businesses.

The famed organizational design was merely an aspirational "wishlist" that Spotify never fully adopted. Companies copying it are chasing a fantasy primarily used for recruiting, not a proven operational model that the company itself ever ran on.

Spotify's early success stemmed from launching in smaller European countries where record labels had less focus. This allowed them to secure more favorable licensing deals and avoid the costly legal battles and poor margins that strangled their US-based competitors, enabling them to reach critical mass first.