However new your organization is it will have automatically have a “culture” to some degree—this will largely be created by the mix of team members you have already assembled. From here there are two things that need to happen—first look at your team and decide what the core values of the culture are.
What is it you want to promote in your culture? What do you want to dissuade? There is no one right answer and despite changing trends and unfamiliar even unusual types of workplaces there is always a small contingent of people who like doing things the old-fashioned way.
It is important to find out what is important to your current team members and come to consensus on what kind of dynamic you want to create in your shared space and in the work you do together. Once you do that you should begin to look for new people to add to this team.
It should be clear that skill and ability are not the only factors to consider. If you are interviewing a potential new team member who seems pretty straight laced and traditional and you run the kind of organization that likes to take random dance breaks or have ping pong tournaments during work hours you might want to ask about them about the kind of organizational culture they feel they thrive under.