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"Vibe coding doesn't scale" Sure, it's messy. But that's not the right framing. The hard problem isn't clean code. It's finding something people actually want. If 50,000 users crash your app? You can hire engineers to fix that. You can't hire engineers to make people care. More shots on... show more

The Startup Ideas Podcast (SIP) 🧃

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Nvidia CEO Jensen Huang just called the idea of AI replacing software engineers "complete nonsense" "The number of software engineers is actually increasing... if you can hire a software engineer and generate $9 trillion worth of productive work, why wouldn't you want to hire more? If that line were flat, then obviously people would hire fewer software engineers. But because the output is so incredible, people want to hire more This is going to show up in our economy somehow, soon. Useful AI has arrived"

Nvidia CEO Jensen Huang just called the idea of AI replacing software engineers "complete nonsense" "The number of software engineers is actually increasing... if you can hire a software engineer and generate $9 trillion worth of productive work, why wouldn't you want to hire more? If that line were flat, then obviously people would hire fewer software engineers. But because the output is so incredible, people want to hire more This is going to show up in our economy somehow, soon. Useful AI has arrived"

X Freeze

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Asmongold explained the main problem nowadays: people are taught to fear thinking for themselves because independent thinking can put you against the majority 👀😳 “It's not that people are trained to think institutionally, it's that people are trained not to think independently. Because if you think independently and you independently evaluate things, what you can end up doing is finding yourself on the wrong side of a consensus. You can't think for yourself. And I think that's the main problem. And so it's not that people can't think for themselves, it's that they're afraid to”

Asmongold explained the main problem nowadays: people are taught to fear thinking for themselves because independent thinking can put you against the majority 👀😳 “It's not that people are trained to think institutionally, it's that people are trained not to think independently. Because if you think independently and you independently evaluate things, what you can end up doing is finding yourself on the wrong side of a consensus. You can't think for yourself. And I think that's the main problem. And so it's not that people can't think for themselves, it's that they're afraid to”

Prism

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"We're trying to hire as many new grads as we can. We're finding that a lot of young people are agentmaxxing." - Replit founder Amjad Masad Amjad says that despite the “doom and gloom” around entry-level jobs, this is actually a “golden era” for young people who know how to use AI tools: "The roles are collapsing. We have designers shipping code, engineers shipping design, and salespeople shipping code." "The particular skill is not the bottleneck anymore. It is how ambitious you are, how generative you are, how creative you are, and how good you are at utilizing these tools." "So I think it's really a golden era for a lot of young people coming up right now in the job market. In our time, you would go and interview and become a Java J2EE software engineer doing global migrations. That was your title, right? It's no longer the case. We just want people to come and do things, and I think that's incredibly exciting."

"We're trying to hire as many new grads as we can. We're finding that a lot of young people are agentmaxxing." - Replit founder Amjad Masad Amjad says that despite the “doom and gloom” around entry-level jobs, this is actually a “golden era” for young people who know how to use AI tools: "The roles are collapsing. We have designers shipping code, engineers shipping design, and salespeople shipping code." "The particular skill is not the bottleneck anymore. It is how ambitious you are, how generative you are, how creative you are, and how good you are at utilizing these tools." "So I think it's really a golden era for a lot of young people coming up right now in the job market. In our time, you would go and interview and become a Java J2EE software engineer doing global migrations. That was your title, right? It's no longer the case. We just want people to come and do things, and I think that's incredibly exciting."

TBPN

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Anthropic engineers finally showed how they actually use Claude Code internally 31 minutes of internal workflow that most Claude users will never see on their own here's what they cover: > how to set up project context files the right way > custom commands that save hours of repeated work > hooks that make Claude behave exactly how you need > subagents and how to actually spec them properly "your agent isn't the problem, your spec is" the people who understand how Claude Code actually works inside Anthropic are shipping things everyone else thinks requires a whole team that's exactly why I put together a breakdown of Claude features most people have never discovered you can find it below

Anthropic engineers finally showed how they actually use Claude Code internally 31 minutes of internal workflow that most Claude users will never see on their own here's what they cover: > how to set up project context files the right way > custom commands that save hours of repeated work > hooks that make Claude behave exactly how you need > subagents and how to actually spec them properly "your agent isn't the problem, your spec is" the people who understand how Claude Code actually works inside Anthropic are shipping things everyone else thinks requires a whole team that's exactly why I put together a breakdown of Claude features most people have never discovered you can find it below

Anatoli Kopadze

311,761 Aufrufe • vor 4 Monaten

Jake, who built a $50K/month alarm app in 4 months, says the most valuable skill right now isn't building it's... "Focus on top of funnel only. That is the most valuable skill right now is marketing. There's so many people that can build an app and it's so easy with AI, but there's not so many people that know how to market and know how to get views." "If nobody knows about your app, it doesn't exist. You can build as many features as you want." "Building doesn't really matter so much. You got to build a good product, of course. But getting views is more of the unknown."

Jake, who built a $50K/month alarm app in 4 months, says the most valuable skill right now isn't building it's... "Focus on top of funnel only. That is the most valuable skill right now is marketing. There's so many people that can build an app and it's so easy with AI, but there's not so many people that know how to market and know how to get views." "If nobody knows about your app, it doesn't exist. You can build as many features as you want." "Building doesn't really matter so much. You got to build a good product, of course. But getting views is more of the unknown."

Starter Story

333,199 Aufrufe • vor 2 Monaten

your brain can't tell the difference between something you vividly imagine and something that's actually happening to you. neuroscientists call it episodic future thinking. most people only use it to rehearse failure and call it "being realistic." that's not caution, it's self sabotage on repeat. flip it. visualize the outcome you actually want, with real emotion, and your brain starts building the neural pathway for it. it starts filtering reality for evidence that matches. the future isn't something that happens to you. it's being built inside your mind right now, whether you're doing it on purpose or not.

your brain can't tell the difference between something you vividly imagine and something that's actually happening to you. neuroscientists call it episodic future thinking. most people only use it to rehearse failure and call it "being realistic." that's not caution, it's self sabotage on repeat. flip it. visualize the outcome you actually want, with real emotion, and your brain starts building the neural pathway for it. it starts filtering reality for evidence that matches. the future isn't something that happens to you. it's being built inside your mind right now, whether you're doing it on purpose or not.

alexei

129,188 Aufrufe • vor 22 Tagen

Even if AI will write 90% of code. But it won’t replace engineers. Windsurf’s founder explains that even if AI generates most of the code, engineers still spend time reviewing it, debugging issues, designing systems, testing, deploying, and making architectural decisions. Those parts don’t disappear. He brings up Amdahl’s Law to make the point: speeding up one part of the workflow doesn’t dramatically change the total time unless everything else speeds up too. For example, if writing code takes 30 out of 100 total time units, and AI brings it down to 3, the total time still only drops to 73. That’s just a 27% improvement. More productivity doesn’t mean fewer engineers. It just increases the ROI of building tech. And when ROI goes up, companies are more likely to build—and hire more people to do it. Take JPMorgan Chase. They have 50,000+ engineers and a $17B software budget. If each engineer can ship more software, that doesn’t reduce headcount. It raises the cost of not building. Companies like Windsurf and Anthropic are hiring more engineers—not less—despite being at the edge of AI code generation.

Even if AI will write 90% of code. But it won’t replace engineers. Windsurf’s founder explains that even if AI generates most of the code, engineers still spend time reviewing it, debugging issues, designing systems, testing, deploying, and making architectural decisions. Those parts don’t disappear. He brings up Amdahl’s Law to make the point: speeding up one part of the workflow doesn’t dramatically change the total time unless everything else speeds up too. For example, if writing code takes 30 out of 100 total time units, and AI brings it down to 3, the total time still only drops to 73. That’s just a 27% improvement. More productivity doesn’t mean fewer engineers. It just increases the ROI of building tech. And when ROI goes up, companies are more likely to build—and hire more people to do it. Take JPMorgan Chase. They have 50,000+ engineers and a $17B software budget. If each engineer can ship more software, that doesn’t reduce headcount. It raises the cost of not building. Companies like Windsurf and Anthropic are hiring more engineers—not less—despite being at the edge of AI code generation.

Aish

27,268 Aufrufe • vor 1 Jahr

Jordi: "Everyone's been talking about the 1-person, $100M-revenue company, but there's a much stronger incentive to just hire the incremental person." "Do you want to be the company that gets an award that doesn't matter, or do you want to win?" "It's not even a real award. It's just something you can say on the internet. Then people will debate it — they'll be like, 'Well, you hired this freelancer. You have a lawyer. Does that really count?'" "I feel like it will never actually happen."

Jordi: "Everyone's been talking about the 1-person, $100M-revenue company, but there's a much stronger incentive to just hire the incremental person." "Do you want to be the company that gets an award that doesn't matter, or do you want to win?" "It's not even a real award. It's just something you can say on the internet. Then people will debate it — they'll be like, 'Well, you hired this freelancer. You have a lawyer. Does that really count?'" "I feel like it will never actually happen."

TBPN

45,390 Aufrufe • vor 3 Monaten

The best piece of advice Brian ever got was from Paul Graham (Paul Graham): "It's better to have a hundred people love you than a million people sort of like you." "That came from Paul Buchheit (Paul Buchheit). Paul was a partner at Y Combinator. He created Gmail. The famous story was he couldn't ship it until 100 people inside of Google love it. It actually took two years to get 100 people to actually like the product. But once a hundred people like something, a hundred million people like it. The problem is, if you try to make something a million people like, you can't talk to a million people. It's like you're trying to heat up an ocean and you can't tell. Instead of heating up an ocean, heat up a bathtub. Make the problem as small as possible. Do things that don't scale, then scale. Product market fit is a distinct problem from industrialization. Understand the user, put yourself in their shoes, blow their mind. Do things you've never thought before. Do them by hand. Make them unscalable. Don't worry how much it costs. Just prove the model."

The best piece of advice Brian ever got was from Paul Graham (Paul Graham): "It's better to have a hundred people love you than a million people sort of like you." "That came from Paul Buchheit (Paul Buchheit). Paul was a partner at Y Combinator. He created Gmail. The famous story was he couldn't ship it until 100 people inside of Google love it. It actually took two years to get 100 people to actually like the product. But once a hundred people like something, a hundred million people like it. The problem is, if you try to make something a million people like, you can't talk to a million people. It's like you're trying to heat up an ocean and you can't tell. Instead of heating up an ocean, heat up a bathtub. Make the problem as small as possible. Do things that don't scale, then scale. Product market fit is a distinct problem from industrialization. Understand the user, put yourself in their shoes, blow their mind. Do things you've never thought before. Do them by hand. Make them unscalable. Don't worry how much it costs. Just prove the model."

Patrick OShaughnessy

66,419 Aufrufe • vor 4 Monaten

Aravind Srinivas has mandated the use of AI coding tools at Perplexity. ML engineers upload screenshots of pseudocode and get runnable experiments in an hour. Work that used to take 3–4 days. The same tools fix front-end bugs and redesign UI from annotated screenshots. But you can't vibe code production infra. At least not yet.

Aravind Srinivas has mandated the use of AI coding tools at Perplexity. ML engineers upload screenshots of pseudocode and get runnable experiments in an hour. Work that used to take 3–4 days. The same tools fix front-end bugs and redesign UI from annotated screenshots. But you can't vibe code production infra. At least not yet.

vitrupo

225,216 Aufrufe • vor 1 Jahr

Asmongold says his goal is not to change minds but to make people accept radical solutions "My goal is never about changing people's minds. I have no interest in changing people's minds." "The only thing I care about doing is making people realize how bad this is and making people more accepting to radical solutions to solve it. That's literally all I care about." "You can't win an argument against somebody that doesn't want to lose. It's like playing chess with a pigeon. You can win every move and they're gonna knock the pieces off the board and think they won anyway."

Asmongold says his goal is not to change minds but to make people accept radical solutions "My goal is never about changing people's minds. I have no interest in changing people's minds." "The only thing I care about doing is making people realize how bad this is and making people more accepting to radical solutions to solve it. That's literally all I care about." "You can't win an argument against somebody that doesn't want to lose. It's like playing chess with a pigeon. You can win every move and they're gonna knock the pieces off the board and think they won anyway."

Asmongold Updates

27,227 Aufrufe • vor 3 Monaten

Patrick Collison on the importance of waiting a really long time to hire people Everybody tells you “work really hard to hire the best people.” But as Patrick explains, that’s not helpful because everyone knows they should do that. As he puts it: “The question is to what length should you go and what does that actually mean in practice? And in practice, it means being okay waiting a really long time to hire people.” It took Stripe six months to hire their first two people, and six more months to hire another 3-4 people. He can think of five people at Stripe who took 3+ years to hire. “If you think about the smartest people you know, if you want to get them to work on your thing, chances are they already have pretty good paths ahead of them… You have to be way more persistent and be okay with it taking way longer than any sane or reasonable person would think it should take.” There’s an important compounding effect here — hiring just one great person will make it marginally easier to get the next great person. Patrick argues you should also view every person you hire as bringing along another 50 people just like them if your company is successful: “Even if they don’t literally hire 50 people, they will be so influential in determining the selection of those 50 people.” Source: Greylock Partners (Nov 2015)

Patrick Collison on the importance of waiting a really long time to hire people Everybody tells you “work really hard to hire the best people.” But as Patrick explains, that’s not helpful because everyone knows they should do that. As he puts it: “The question is to what length should you go and what does that actually mean in practice? And in practice, it means being okay waiting a really long time to hire people.” It took Stripe six months to hire their first two people, and six more months to hire another 3-4 people. He can think of five people at Stripe who took 3+ years to hire. “If you think about the smartest people you know, if you want to get them to work on your thing, chances are they already have pretty good paths ahead of them… You have to be way more persistent and be okay with it taking way longer than any sane or reasonable person would think it should take.” There’s an important compounding effect here — hiring just one great person will make it marginally easier to get the next great person. Patrick argues you should also view every person you hire as bringing along another 50 people just like them if your company is successful: “Even if they don’t literally hire 50 people, they will be so influential in determining the selection of those 50 people.” Source: Greylock Partners (Nov 2015)

Startup Archive

74,355 Aufrufe • vor 4 Monaten

Ben Affleck says actors like me have no job security because 130k people are in the actors union :"if your movie doesn't work they going to hire someone else" "as an actor I got real cold and had a couple of movies that didn't work and then all of the sudden it can be over for you that's why it's a tough business" "there's no seniority, there's no retirement, there's no gold watch if your show or movie doesn't work and nobody wants to hire you like they just gonna hire someone else" "there's 130,000 people in SAG and there's only 30,000 people that work every year and if people aren't watching or not interested then see you later"

Ben Affleck says actors like me have no job security because 130k people are in the actors union :"if your movie doesn't work they going to hire someone else" "as an actor I got real cold and had a couple of movies that didn't work and then all of the sudden it can be over for you that's why it's a tough business" "there's no seniority, there's no retirement, there's no gold watch if your show or movie doesn't work and nobody wants to hire you like they just gonna hire someone else" "there's 130,000 people in SAG and there's only 30,000 people that work every year and if people aren't watching or not interested then see you later"

CreativeDude

38,362 Aufrufe • vor 3 Monaten

Indiana HC Curt Cignetti - Rebuilding Indiana "Production over potential. There's something about that. The guy that can stay on the practice field, the guy that can stay on the game field, the guy can handle success, the guy that can handle failure, has consistency in performance, he's a good teammate, he buys in to the team vision & he can stay healthy." "It's all about people. The people you hire and the people you recruit. You've got to hire and recruit the right kind of people. That have a foundation of habits, that understand right from wrong, that have passion, that love football, that want to be great, that want to learn and get better every single day. You got to have those kind of people in your organization & then create the environment where they can thrive."

Indiana HC Curt Cignetti - Rebuilding Indiana "Production over potential. There's something about that. The guy that can stay on the practice field, the guy that can stay on the game field, the guy can handle success, the guy that can handle failure, has consistency in performance, he's a good teammate, he buys in to the team vision & he can stay healthy." "It's all about people. The people you hire and the people you recruit. You've got to hire and recruit the right kind of people. That have a foundation of habits, that understand right from wrong, that have passion, that love football, that want to be great, that want to learn and get better every single day. You got to have those kind of people in your organization & then create the environment where they can thrive."

James Light

212,632 Aufrufe • vor 8 Monaten

Indiana HC Curt Cignetti - Rebuilding Indiana - "Production over potential. There's something about that. The guy that can stay on the practice field, the guy that can stay on the game field, the guy can handle success, the guy that can handle failure, has consistency in performance, he's a good teammate, he buys in to the team vision & he can stay healthy." - "It's all about people. The people you hire and the people you recruit. You've got to hire and recruit the right kind of people. That have a foundation of habits, that understand right from wrong, that have passion, that love football, that want to be great, that want to learn and get better every single day. You got to have those kind of people in your organization & then create the environment where they can thrive."

Indiana HC Curt Cignetti - Rebuilding Indiana - "Production over potential. There's something about that. The guy that can stay on the practice field, the guy that can stay on the game field, the guy can handle success, the guy that can handle failure, has consistency in performance, he's a good teammate, he buys in to the team vision & he can stay healthy." - "It's all about people. The people you hire and the people you recruit. You've got to hire and recruit the right kind of people. That have a foundation of habits, that understand right from wrong, that have passion, that love football, that want to be great, that want to learn and get better every single day. You got to have those kind of people in your organization & then create the environment where they can thrive."

James Light

27,851 Aufrufe • vor 5 Monaten

Klarna CEO Sebastian Siemiatkowski never learned how to code. But after a summer using Cursor, he now brings working prototypes to meetings instead of asking engineers to interpret his ideas: “Because I'm not an engineer, I've been vibe coding my whole life.” “I come into the meeting room, there's tons of product people and engineers. I say, ‘I think we should build an app that kind of does this, and it should work like that.’ They try to make sense of what is saying.” “I've never seen the code. I don't know how they made it. It's beautiful, I like our app. I think it's nice but, I don't know how it works.” “So to me, I've been vibe coding for 20 years. The only difference is now I'm sitting with a computer, and I'm doing it with AI and it's coming back with the prototype in 20 minutes.”

Klarna CEO Sebastian Siemiatkowski never learned how to code. But after a summer using Cursor, he now brings working prototypes to meetings instead of asking engineers to interpret his ideas: “Because I'm not an engineer, I've been vibe coding my whole life.” “I come into the meeting room, there's tons of product people and engineers. I say, ‘I think we should build an app that kind of does this, and it should work like that.’ They try to make sense of what is saying.” “I've never seen the code. I don't know how they made it. It's beautiful, I like our app. I think it's nice but, I don't know how it works.” “So to me, I've been vibe coding for 20 years. The only difference is now I'm sitting with a computer, and I'm doing it with AI and it's coming back with the prototype in 20 minutes.”

sourcery

149,352 Aufrufe • vor 8 Monaten

Inversion Yes it's true, you can even cure cancer with it. But the problem is that they can't make any money if people find out. And we are so addicted to sugar. That fasting is not easy.

Inversion Yes it's true, you can even cure cancer with it. But the problem is that they can't make any money if people find out. And we are so addicted to sugar. That fasting is not easy.

Leon denkt🤔 met vrijheid zelf (des?)informatie.

492,933 Aufrufe • vor 1 Jahr

Brian still spends over two hours a day on recruiting and personally hires the top 200 people at Airbnb. I loved this idea of being in the flow of talent to find the best people: "Don't do searches. Build pipelines. I try to map out all the best people in the Valley. So let's say I need to hire really good engineers. I don't do searches. I just informationally meet the best engineers in the world. Every meeting, the job is to get the next meeting, meet someone else. The mistake people make when they hire. They go, "I need to hire a blank." So they hire a search firm. They give you 50 profiles, and you pick the best one. That is the wrong way to do it. The best way to do it is pipeline recruiting. You're constantly recruiting, you're constantly meeting people. in advance of searches. And all of it is referral based. The two ways to find out if people are good – is to start with the results and work backwards to the people. Find an ad you like and figure out who made that ad. Start with the results. Work backwards to people. Don't start with the resume. The other thing to do is just keep asking people to build your Rolodex. The moment I find somebody that's really good, I ask them who all the best people they know are. And I build these little mafias and they tell you who the other good people are. I am the co-hiring manager for the top 200 people in the company. This is very radical. A lot of CEOs think it's their job to hire their executive team, and their executive team hires their team. I think that is fatal. You always want to be marrying up, hiring people of the future. It should be like we're reaching. If you can hire them without my help, we're not reaching far enough. You want to hire the very best person you can."

Brian still spends over two hours a day on recruiting and personally hires the top 200 people at Airbnb. I loved this idea of being in the flow of talent to find the best people: "Don't do searches. Build pipelines. I try to map out all the best people in the Valley. So let's say I need to hire really good engineers. I don't do searches. I just informationally meet the best engineers in the world. Every meeting, the job is to get the next meeting, meet someone else. The mistake people make when they hire. They go, "I need to hire a blank." So they hire a search firm. They give you 50 profiles, and you pick the best one. That is the wrong way to do it. The best way to do it is pipeline recruiting. You're constantly recruiting, you're constantly meeting people. in advance of searches. And all of it is referral based. The two ways to find out if people are good – is to start with the results and work backwards to the people. Find an ad you like and figure out who made that ad. Start with the results. Work backwards to people. Don't start with the resume. The other thing to do is just keep asking people to build your Rolodex. The moment I find somebody that's really good, I ask them who all the best people they know are. And I build these little mafias and they tell you who the other good people are. I am the co-hiring manager for the top 200 people in the company. This is very radical. A lot of CEOs think it's their job to hire their executive team, and their executive team hires their team. I think that is fatal. You always want to be marrying up, hiring people of the future. It should be like we're reaching. If you can hire them without my help, we're not reaching far enough. You want to hire the very best person you can."

Patrick OShaughnessy

317,217 Aufrufe • vor 4 Monaten