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No hierarchies, no superiors, circles, roles, and complete transparency. That was the secret to Liip's success after it moved from a pyramid to a holacratic structure. In starting the high-tech digital agency in 2007, the co-founders were clear that the firm's employees belonged at the centre of all activities, projects, and decisions, and they enjoyed enormous freedom, trust, and responsibility. If employees were not doing well, customers and the company itself were not doing well. The company gained speed, flexibility, and agility with this management system. By 2022, Liip had expanded to six Swiss locations, and its employee number had jumped from 130 to more than 200. Holacracy was integral to operations, and every staff member could explain exactly how holacracy worked. Liip had been a pioneer in implementing holacracy, and while it had experienced steady growth, it had also faced many challenges.

Founded in 1998 in Fribourg, Switzerland, Dartfish developed a video technology able to track movement and trajectory. Its user-friendly analysis tools, known as the SimulCam and StroMotion, set it apart from the competition, allowing it to conquer three market segments: broadcasting and media; sports training and education, physiotherapy, and healthcare; and online video sharing. Being first in a market it had created and the recipient of extensive media coverage, Dartfish quickly expanded its international network to serve a wide spectrum of customers. Over time, however, the market became saturated with competitors popping up everywhere, and, rather than focusing on understanding and serving its clients' needs, the firm worked to develop new technologies. Despite its apparent success, it eventually realized that it was spreading itself too thin and needed to rethink its value proposition. The case provides a platform to explore the internationalization strategies adopted by Dartfish, a born-global firm, and the dos and don'ts of market expansion.

On is a Swiss SME founded in 2010 in Zurich, Switzerland, by three friends - Caspar Coppetti, David Allemann, and former pro athlete Olivier Bernhard. The startup invented an award-winning running shoe with an outsole that absorbs vertical and horizontal shocks, allowing for both a soft landing and an explosive take-off. Although On was launched as a premium brand for serious runners, it gained a dedicated following among nurses, casual walkers, and trendsetters. The business quickly expanded to the U.S. and Japan, the world's largest running shoe markets, growing from a startup with three founders to an international company that innovated constantly and brought new products to market. To support its growth, it had to recruit the right people, team up with the right partners, formulate the right strategy, and bring the right stakeholders and ambassadors on board. At the end of 2019, On had 500 employees, and its international headquarters and R&D were located in Zurich. In comparison, Nike had over 76,700 employees and Adidas some 57,000. By April 2021, On had increased its staff to 764 and aimed to have 1,000 employees by year-end. But how had this exponential growth affected On's corporate culture, and how could On stabilize its business model and ensure its sustainability in the face of intense competition?