Lenny's Podcast: Product | Career | Growth
00:41:53 · Lenny Rachitsky, Jenny Wen
[00:41:53] S1: I think it was 10 days, 10 days of building. [00:41:53] S0: Yeah, it was definitely longer than that overall. It was 10 days to get it from what we had internally to something that we were ready to ship externally. So we'd been building it for a while, but we weren't really sure about the actual form it was going to take. And so the way it got there is actually, there was a lot of different other explorations that we had internally on top of different agent harnesses and whatnot. And we just had prototyped little parts of the different interactions that ended up in cowork. So things like when Claude gives you a to do list, we tried a bunch of different form factors for that. We tried a bunch of different form factors for the way it presents you different multiple choice questions. We tried a bunch of different ways to teach people what the use cases are and whatnot. And I don't know if we landed on the best form factor ever, but essentially it was stuff that was already working internally that people liked, that we just thought we were going to get some more signal on by releasing it. So I think forcing ourselves to release it within that 10 days that we did, it was just sort of like, whatever we had, let's put it out there and then let's go out there and iterate from there, which is what we're doing. [00:43:02] S1: And it blew up the internet when you launched it, so it worked out. [00:43:05] S0: Yeah. [00:43:06] S1: Is there a feature of Cowork today that you're either most proud of, or just can't wait to fix and improve?
00:43:06 · Lenny Rachitsky, Jenny Wen
[00:43:06] S1: Is there a feature of Cowork today that you're either most proud of, or just can't wait to fix and improve? [00:43:13] S0: Honestly, I think I'm just most proud of us actually just shipping it, to be honest, and putting it out there. And yeah, I don't know if there's one specific thing yet, because I think when you work on something and you work at so long, especially as a designer, you're like, I don't know. All I can do is see flaws in it, but I think there's a lot of stuff that I'm excited about. We have been iterating, especially on the homepage, and to make that something where it feels more like, "Hey, these are tasks you can give Claude and the tasks that Claude are working on. " And so that actually should be rolling out. It might already be rolled out by the time this comes out. [00:43:54] S1: I see this little randomizer thing, where you click it and gives you all these different ideas. [00:43:58] S0: Yeah, yeah. And then so when you actually start to work with Claude on stuff, it feels more like a to do list. It feels more like these are things Claude's working on, these are things that Claude needs your attention on. And I think there's an opportunity here to make it feel much more like this shared to do list between you and Claude. So excited to iterate on that. And then I'm also excited to think more about what is the actual true form factor of this? Is it stuck in this screen always, or how does this reach out to the different surfaces that it's working with?
00:43:58 · Jenny Wen, Lenny Rachitsky
[00:43:58] S0: Yeah, yeah. And then so when you actually start to work with Claude on stuff, it feels more like a to do list. It feels more like these are things Claude's working on, these are things that Claude needs your attention on. And I think there's an opportunity here to make it feel much more like this shared to do list between you and Claude. So excited to iterate on that. And then I'm also excited to think more about what is the actual true form factor of this? Is it stuck in this screen always, or how does this reach out to the different surfaces that it's working with? [00:44:31] S1: I love that you shared that it wasn't just 10 days to do this thing. There's these numbers that people throw out there, "We built it in 10 days." And your point is there was time spent thinking about what direction it should go, and prototyping, mocking, trying stuff. And then it's like, okay, now we know what we want it to be. Let's build it and ship it.
00:44:31 · Lenny Rachitsky, Jenny Wen
[00:44:31] S1: I love that you shared that it wasn't just 10 days to do this thing. There's these numbers that people throw out there, "We built it in 10 days." And your point is there was time spent thinking about what direction it should go, and prototyping, mocking, trying stuff. And then it's like, okay, now we know what we want it to be. Let's build it and ship it. [00:44:48] S0: Yeah. I think for some reason that became the viral thing that got taken away from all of the cowork announcements, is that it only took 10 days, but I think there have just been so many different explorations, and people that have worked on different pieces of cowork, that it was not just 10 days, and there was a lot of different people involved. It's one of those things where it's like the idea kept coming back, and it's never the right moment or there's different variations of it, and then all of a sudden it's the right moment and it feels like, oh, so obvious all along, but there was a long, long journey to get there. [00:45:24] S1: And by the way, for people that don't know much about cowork, the way I think about it, it's like Claude with hands, or to do stuff on your computer. How would you describe it, just in a sentence or two?
00:45:24 · Lenny Rachitsky, Jenny Wen
[00:45:24] S1: And by the way, for people that don't know much about cowork, the way I think about it, it's like Claude with hands, or to do stuff on your computer. How would you describe it, just in a sentence or two? [00:45:34] S0: That's a good description. I actually haven't heard that, but I like that. I might use it more often as Claude with hands. I also think about it as it's like Claude, but Claude is really good at taking all your garbage and then turning it into something nice. I think one of my favorite, any sort of use case that I really like out of cowork, is just giving it a folder of my stuff, and it doesn't really matter what's in that folder, but I'm able to extract something good out of it. [00:46:04] S1: I've done that many times. Okay. Coming back to managing and being a manager and the role of a designer, I'm going to talk about hiring for a little bit. So seeing how much is changing in the role of a designer, what do you look for that's maybe new? What do you now look for when you're hiring designers, that you think is really important for them to be successful in this new world?
00:46:26 · Jenny Wen
[00:46:26] S0: Well, I do think working specifically in the kind of environment that I do, there's just a sense of resilience and roll with it, kind of thing, that I think is really important because so much is changing around us and you have to be really willing to adapt, to try out new methods, to try out new tools and learn stuff, as opposed to just be stuck in the old processes and the old ways. But then I think about also, there's probably three archetypes of folks that are really interesting to me right now. And I think these folks were already interesting to me before, but I feel like in this era feels especially important. So the first one I would call is strong generalists. So not just regular generalists where they're kind of good at a lot of things, but people that are almost block shaped, in that T-shaped framework, where it's like they're really good at a few core skills, like 80th percentile good. I think this is pretty rare and hard to hire for, to be honest, but I like this because the design role we've already seen is stretching and spanning. We're all becoming more PM shape, we're all becoming engineering shaped. And so if you already have strong skills in a few different buckets, it's really easy for you to flex around and expand your role. So that's really exciting to me. It's just somebody who is really good at a bunch of things, again, a huge ask. And then the other person that's really exciting to me, is in that T-shaped framework, a deep specialist, someone who is T-shaped, but the tip of the T probably goes down farther than most other people. So folks that are maybe the top 10% in the industry and whatnot. Again, super hard to find. And I feel very lucky that working at some of these places, folks like these, you could sort of afford to hire them and actually bring them on board. And then my last one is probably the one that I think we're all overlooking, which is what I call the craft new grad. It's just somebody who's early career and feels, like, wise and experienced beyond their years, but is also just very humble and very eager to learn.