Today is a hard day. I shared this note with the @linear team today: We’ve made the difficult decision to increase our workforce. This is not a cost-cutting exercise or a reflection of anyone’s performance. We’re simply reimagining every role for the agentic AI era. We’re hiring. We’re sorry about that.

Australia's interior is getting wetter, especially in the north. Over the last 80 years, the high rainfall tropical zone has moved 100-400km south. It will be an interesting century if this trend continues.

If I can do 16k LOC per day across 3 different projects (including one open source one you can see yourself) then I think almost any technical CEO CTO pair at YC will That's the bar now

vibe coders who don’t ship anything showing their agent orchestration setup x.com/FalconryFinance/status…

The token cost to build a production feature is now lower than the meeting cost to discuss building that feature. Let me rephrase. It is literally cheaper to build the thing and see if it works than to have a 30 minute planning meeting about whether you should build it. It’s wild when you think about it. This completely inverts how you should run a software organization. The planning layer becomes the bottleneck because the building layer is essentially free. The cost of code has dropped to essentially 0. The rational response is to eliminate planning for anything that can be tested empirically. Don’t debate whether a feature will work. Just build it in 2 hours, measure it with a group of customers, and then decide to kill or keep it. I saw a startup operating this way and their build velocity is up 20x. Decision quality is up because every decision is informed by a real prototype, not a slide deck and an expensive meeting. We went from “move fast and break things” to “move fast and build everything.” The planning industrial complex is dead. Thank god.

My CTO friend texted me: "Your gstack is crazy. This is like god mode. Your eng review discovered a subtle cross site scripting attack that I don't even think my team is aware of. I will make a bet that over 90% of new repos from today forward will use gstack."

"We (a seed fund) only invest in companies that we think can be worth $10Bn " 1) ask how many times they have successfully done that. 2) the only thing that won't change that has been consistent for those $10bn companies from seed to $10Bn is a megalomaniac psychopathic founder. Good luck. 3) the job is multiples, not absolute valuations. (the power law is a statistical description, not an investment philosophy). 4) if it was clear at all that a company could be worth $10Bn right now, they wouldn't be raising from a seed fund - there are plenty of $100M initial rounds led by global multi stage funds happening right now.

Today is @Lovable's 1st birthday. After the best year of my life. I'd like to share the story: (thread)

One of my portfolio companies does three unusual things in their hiring process that has worked very well for them: 1) The first round is a reverse interview: instead of a hiring manager interviewing a candidate, the first conversation is one where the candidate asks questions about the company. It's used as an opportunity to pre-sell the candidate, who find it disarming & relaxing. Also, the questions a candidate prepares are revealing about the depth of their curiosity, and whether they're valued aligned. In some ways, it's more informative than a traditional first round interview. 2) The company lists roles that they are not actively hiring for, but likely will in the future. This lets them build a "waitlist" of quality candidates and ensures a much more streamlined process for those roles when they open up. 3) On the career page, there is small call to action with a link to contact the CEO directly for anyone who thinks they could be valuable to the team, regardless of whether there's an open role for them or not. A small but meaningful indication that the CEO stays directly involved in hiring across the company. There's also positive self selection in that the candidates who see that, take the initiative, and make an effort to reach out to the CEO, are more likely to be strong candidates & more passionate about the company.

Prompting and evals will be everything Prompting is agency Evals is taste