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It takes a long time to hire people. You can't just throw a bunch of money at the problem and instantly have the right people for the job.
For example... I wrote a job spec for an additional community manager back in August, a few weeks after we launched. We posted this online and then waited a week to get applications in.
We then had hundreds of CVS and applications to go through. We had a few rounds of interviews and a practical test.
Once we found the right people - we made 2 offers. They accepted - but they had a notice period on their previous jobs.
Usually a notice period is 1-3 months, depending on how senior their position is.
This is the case for every role within the team. Artists, designers, QA, coders, producers, etc...
Once someone starts, they need to be onboarded into the company, and then onboarded on to the team.
For the developer roles, you also need to factor in getting to know the code base and structure of the project. Just because someone has worked with Unity before doesn't mean they will instantly understand how the game works. Every game is super different and unique.
We have to make sure we get good people who are a good fit with the company and a good fit for the game.
For season 3, we're really trying to scale up the number of levels as best we can while we grow the team more and our hires from 1-2 months ago are starting to join us, and then season 4 will be even bigger still.
If we'd known how big the game would have been, we could have started hiring all of the extra people a couple of months before launch... But we just weren't expecting it! It would have been a very expensive risk to hire loads of people if the game hadn't been so successful.